Salaried Managers May be Subject to Overtime Pay Under the FLSA

In Hale v. Dolgencorp, Inc., the Western District of Virginia denied the defendant’s motion for summary judgment on an FLSA claim based on the executive exemption to overtime pay. 
The court held that a reasonable jury could conclude that Hale (a salaried manager) spent very little time actually managing the store based on her testimony that she spent the majority of her time performing menial tasks.  
Many employers are making employers salaried to avoid overtime pay, but they may encounter this very same problem.