>>
>>- No work without pay (and the Supreme Court actually got one right this year, in their internship ruling);
>>- No employing children;
>>- Overtime work requires extra pay;
>>
>>
>>On #1, I agree, and as I've mentioned, different states have wage and payment collection laws that provide remedies + damages when employers violate
>>
>>Definitely agree on #2.
>>
>>#3 gets complicated - for hourly rate jobs, I definitely agree. On salary that gets complicated.
>
>Why does #3 get complicated? Shouldn't matter if I'm being paid hourly or on salary. The contract is for X amount of money for a pre-determined amount of work (usually 40 hours). Now, if I can't do my job in 40 hours, that's on me. But if my employer keeps handing me more to do, then it's on them and I would expect something in return. Heck, even the State of Texas gives comp time as it's against state law to work for 'free'.

Isn't that one of the problems of the salaried employee. Presenteeism takes over so people end up working longer and longer weeks.

I remember when I started working years ago we filled out timesheets and worked a specific number of hours a week. Then the senior management decided we where professional salaried staff and shouldn't need to fill out timesheets and surprise working hours slowly increased.