Reviewed by Main AI · Updated July 2026
Usually yes if you’re a non-exempt employee — federal wage rules generally call for 1.5x pay over 40 hours a week. Job title alone doesn’t determine exemption; your actual duties and salary do.
Under federal law, most hourly and many salaried workers are "non-exempt" and are generally owed time-and-a-half for hours over 40 in a workweek — check the U.S. Department of Labor’s guidance for how it applies to you. Being called a "manager" or paid a salary doesn’t automatically make you exempt — exemption depends on your actual job duties and meeting a salary threshold. Misclassification is common, and if you’ve been denied overtime you were owed, you may be able to recover back pay.
No. Salaried employees can still be non-exempt and owed overtime unless they meet both the salary threshold and the duties test for exemption.
You may be entitled to back overtime pay. Misclassification is a common wage violation, and states often have their own additional protections.
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