I think you just need to read up on your company policy, first. Second, how do you track your time? How does payroll know you're working extra hours? If you work late on Monday, can you leave early Tuesday? This is all based on the company policy. Most worker bee salary jobs I know of offer paid time off for working extra hours. My job is strict. We have to submit requests through the time system to accrue and to use PTO. Some jobs are more laid back, and allow you adjust your own time schedule. Some jobs don't allow overtime, and working late violates policy. I think you have a valid concern, especially if you're not in management. But you need to read your policy manual.

A salary is typically an annual amount divided into however many pay periods there are. If the pay periods are monthly then there may be some variation in the number of work days. You need to focus on annual numbers, assuming this is a year round job (if it isn't you should probably be hourly). So 37.5 hours x 52 weeks=1950. 150 hours x 12months =1800. The 150 hour difference is probably your holidays and PTO. if there are 10 holidays and 10 PTO days that's your 150 hours.

It sounds like you would prefer an hourly job but you'd have to factor in any difference in benefits.

In salaried jobs I've had over the past 25 years, there have been three scenarios.
One, I was paid monthly - my annual salary was divided by twelve and I got paid once per month, an equal amount despite the fact that the length of the month, holidays, etc. vary. Several, I was paid twice per month - same concept as above, but annual salary divided by 24, paid on the 1st and the 15th, regardless of the length of the month, etc.
Third scenario and most common was that I was paid every other week - take annual salary and divide by 26, paid every two weeks. As a pp mentioned, in that scenario, most months contain two paychecks, but occasionally there is a month with three paychecks (e.g., 1st, 15th, 30th of the month).

Purely psychological, but I always preferred the third scenario, with biweekly paychecks.

So you have some expenses, such as a mortgage or rent, that will be the same regardless of whether your month is 28 days or 31 days. Then you have other expenses that vary based on the length of the month, like groceries and transportation costs. It's up to you to manage your budget in accordance with how you're being paid. I'm imagining if your salaried, the information they gave you about hours per month was an average or example of a typical month. But if you have questions you should talk to your HR or boss.

Anonymous wrote:

You already get the benefits associated with being salaried that hourly workers don't get. Paid vacations, health care, etc. These benefits count towards your total compensation. So you are earning more per hour in total compensation than an hourly worker. This is the reason most workers would prefer to be salaried is because of the advantages of total compensation.

This is completely wrong. Plenty of hourly full-time (or even part-time, but we won't get into that quagmire) employees have benefits, paid vacation days, etc.

Hourly vs salary is a legal wage designation based on the nature of the work. It has nothing to do with how highly you're compensated or if you get benefits and other forms of compensation.

This "My pay is based on 7.5 hrs/day, 5 days/week, 150hrs/month" assumes you only work 20 work days a month. This month has 22 work days. April had 20. June will have 22. July will have 20.

Do you get all the government holidays off? That could take your average down to 150 hr/month.

I don't know anyone who gets overtime or comp time. Welcome to America!

Do you get any paid vacation or holidays OP?

This math makes sense at 7.5 hours 5 days a week 48 weeks a year (minus ~20 days of paid vacation and holidays) divided by 12 months is 150 hours a month.

Maybe that's the math you're missing? You work more than 150 hours a month to average 150 hours a month with PTO and holidays.

OP, this is how a salaried position works. You are paid a certain amount per week. Some weeks you will work more and the hours that you work above your contracted hours will be unpaid. You will not get overtime. The flip side is that some weeks, you may find that you work less than your contracted hours, but still get paid the same amount. I get paid for 150 hours/month as well. If I work 160 hours, I get paid the same amount as if I work 100 hours. That's the benefit.

OP, is this your first salary position? As pps mentioned, this is what salary-exempt means and you make up the difference in the benefits made available to you as compared to hourly (non-exempt) employees.

I don't know where these numbers came from (My pay is based on 7.5 hrs/day, 5 days/week, 150hrs/month.), but the math doesn't add up. If you work 7.5 hours a day Monday-Friday you would on average work about 162 hours a month. Is this not counting holidays or something strange?

I was salaried and worked 60 hours a week. Never got paid overtime. That's how it is in professional jobs.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I don't get it. So I worked those hours but I don't get paid for them? I don't accrue extra PTO if I exceed 150hrs/month? That's stupid.

Where do you get those numbers? Are they in your contract? Because if your contract actually says 150 hours/month maybe you would have something.

I have never had a contract that says anything other than X per year payable in 24 equal installments on such and such dates.

That's directly from payroll. "You are a salaried employee paid X based on 150 hrs/month ...."

But not from your contract?

Payroll is just the math they do to figure out your check. What's binding is on the contract. What's there?