I have a question for those with experience fighting against a company that treats exempt employees like hourly…we'll, except for overtime, obviously. I read on the Texas Workforce Commission website (https://www.twc.texas.gov/news/efte/advanced_flsa_issues.html) about advanced FLSA issues. It's focused on compensatory time for exempt employees and those pitfalls. Near the end, it goes into exempt employees being paid regardless of quality or quantity of hours worked. It also mentions court cases that state making employees use PTO or personal time violates the law because those are both part of total compensation, and thus the employer is reducing compensation by charging hours to PTO. I wrote the workforce commission but never heard back. Any thoughts or ideas? If you're a labor lawyer or employee advocate, feel free to message me. TIA
Additional info: work in Amarillo, TX and would be considered a professional and highly compensated, so I do believe we're properly classified as exempt. The company does allow exempt to balance over 4 weeks, but you have to hit 160 hours worked or take PTO/personal leave to make up any hours missed.