Ann Kiernan replies:
No. Many companies pay something extra to exempt employees who work weekends, nights, or have “on-call” responsibilities, in recognition of the extra burden the schedule imposes. What would convert that employee to non-exempt would be to dock her salary because she worked fewer than 40 hours per week. You may want to consult the federal Labor Department’s Wage and Hour Division’s fact sheet on salary and overtime exemptions for more information.
Information here is correct at the time it is posted. Case decisions cited here may be reversed. Please do not rely on this information without consulting an attorney first.