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Sakky, I will tell you that louisiana is very liberal on labor laws, there are no unions here, lol. You can usually work however long you like. And the companies in this area pay their employees for their work. They really don't go by the book. I will say that every engineer I ever spoke to worked in Louisiana. Louisiana is the most corrupt state in the union and can really care less about the labor laws. I was pulling 90 plus a week at 16 years of age because I wanted to. They don't tend to follow OSHA either.
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<p>Actually, what you are saying should now support my position. Let's be honest - I think we can all agree that companies will always want to pay their employees as little as possible, and so if the laws in Louisiana are corrupt, then shouldn't that mean that employees will not pay you overtime? In other words, companies should just be classifying all of their workers as exempt and then have them work 100 hours a week for only a straight salary with no overtime, right? The whole point of the FLSA was to make sure that non-exempt employees are properly paid for every hour they work (including OT), but if Louisiana is corrupt, then that should mean that companies won't really be following that law. Seriously, what company wants to pay their people more if they don't have to? </p>
<p>Like I said, ForeverLSU, if you and the people you know have all been able to secure high-level engineering jobs - not roughneck/roustabout jobs, but actual engineering jobs - and yet still get paid by the hour and get 1.5x OT, then I'm very happy for you. You're one of the lucky ones. But not everybody gets that. Believe me, I know a lot of oilfield engineers who don't get that. If the company demands that you work 100 hours a week and burn up all your weekends, while not getting paid a penny extra, then that's what you have to do (or else quit). </p>
<p>Here is the definition of the "learned professional" exemption to the FLSA, which covers engineers.</p>
<p>*To qualify for the learned professional exemption, all of the following tests must be met:</p>
<pre><code>* The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week;
* The employee’s primary duty must be to perform work requiring advanced knowledge, defined as work which is predominantly intellectual in character and which requires the consistent exercise of discretion and judgment;
* The advanced knowledge must be in a field of science or learning, such as law, medicine, nursing, accounting, actuarial computation, engineering, education, and various types of physical, chemical, and biological sciences; and
* The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction. *
</code></pre>
<p>FLSA</a> Requirements</p>