Federal law requires that employees be paid one and one-half times their regular hourly rate for hours worked in excess of forty in a work week. While everyone is covered by this overtime law, certain exceptions occur based upon the type of work you may do or whether you are paid on a salary basis. It has become a very popular practice among some employers to try to save money by putting employees "on salary." These "salaried" employees are then told that they have no legal right to overtime pay because they are no longer hourly workers. It is important to remember, however, that under federal law it is the nature of an employee's job duties, not their job title or the fact that they are paid a salary rather than by the hour, that determines whether or not that employee is entitled to overtime pay. Accordingly, it has been discovered in many cases, that employers have been wrongfully depriving employees of earned overtime pay. Even an "at-will" employee may bring a legal action against an employer who has wrongfully deprived that employee of overtime pay. Furthermore, if an employee is wrongfully terminated or harassed in retaliation for demanding overtime pay to which he or she is legally entitled, that employee may have a right to sue the employer for wrongful termination. If you would like additional information about the subject of overtime pay in Alabama, we invite you to contact an attorney and make an appointment to speak with him about your claim.