In response to MattyScornD's comment:
In response to WhichOnesPink2's comment:
Funny thing is we are all greedy and selfish at some level, yet we get up in arms when companies want to make profits.
BWT, A company that employs people in this country IS contributing to the society that nutured and supported them. The company supplies job to people who then spend money on goods and service and round and round we go
Not when they improperly stash their profits overseas and don't share it with their employees - the folks who actually do the work.
Companies are not people, no matter what the Citizens United ruling says. A person acting in his/her own self-interest is not the same as a company doing it, no matter what the stakes.
These employees are paid right. Do they take a risk and put their pay at risk? Do they work as a salaried OT exempt employee or do they get paid for forty plus OT when they work harder. Companies and their owners take the risk and they deserve the fruits of that risk, I wouldn’t call it stashing away profit; it their reward for the risk.
Employees whose jobs are governed by the FLSA are either "exempt" or "nonexempt." Nonexempt employees are entitled to overtime pay. Exempt employees are not. Most employees covered by the FLSA are nonexempt. Some are not.
Some jobs are classified as exempt by definition. For example, "outside sales" employees are exempt ("inside sales" employeesare nonexempt). For most employees, however, whether they are exempt or nonexempt depends on (a) how much they are paid, (b) how they are paid, and (c) what kind of work they do.
With few exceptions, to be exempt an employee must (a) be paid at least $23,600 per year ($455 per week), and (b) be paid on a salary basis, and also (c) perform exempt job duties. These requirements are outlined in the FLSA Regulations (promulgated by the U.S. Department of Labor). Most employees must meet all three "tests" to be exempt.