In organizations where hourly and salary employees are employed, people view a move from an hourly or nonexempt position to a salary or exempt position as a promotion. Is such a move right for an employee?
Most frequently: yes. But, the employee who receives or seeks such a position change needs to analyze the positives and potential negatives. Foremost is the fact that salary employees are not generally eligible for overtime pay as defined by the Fair Labor Standards Act (FLSA).