Machinist was called “Supervisor” and paid a salary. He supervised up to five employees, but he could not hire or fire employees without approval from human resources. His employer required that he work 50 hours a week. This machinist was still required to work the machines the majority of his workday to help keep labor costs down. He had worked for two years as a supervisor and when he was terminated he was not paid the overtime owed because the company claimed he was exempt from overtime.
Manager of a large retail chain store was required to do anything necessary in store to keep it at level required by corporate office. This meant that Manager had to run cash register, stock shelves, and clean if employees were unavailable or the place was short staffed. Manager also had to prepare schedules, direct employees, order merchandise, and fill out corporate paperwork. Because the Manager had to keep labor costs low, she could not hire enough employees to keep her working on her management duties over fifty percent of the time.
It does not matter if your employer is a large, well-respected corporation or a smaller employer. No matter how sophisticated, employers routinely violate the requirement that it must pay overtime pay to its workers.