Yes. Salaried just means you get paid the same amount for 1 hour as you do for 40. Obviously if you only work 1 your employer is probably going to fire you because you're not getting anything done or build a shrine to you because you're 40 times as productive as anyone else but that's the basic concept. Your employer still has to give you at least minimum wage times the hours that you work and if you work more than 40 hours in a given week your employer still has to give you owed 1.5 times your effective hourly pay per hour over 40 that you work.
Don't know if that was confusing. It probably was.
Being salaried does not mean you are exempt from minimum wage and overtime. Many people who are salaried are not. In order to be exempt from minimum wage and overtime your job has to pay over a certain amount (not a ton honestly, like $20K a year or something last I checked), you have to be paid at least your salary regardless of how much you work, and your job duties (that's the important one here) have to require a certain amount of independent decision making. If you're some fucking scrub answering the phones at
AutoZone Helicopter Support, Inc. and punching makes and models into a computer to see what part number
muffler rotor a customer needs for their
Toyota Corolla Bell 222 you're not exempt.
From Connecticut's Department of Labor:
Examples of exempt duties:
hiring, firing employees
scheduling employees
determining credit policies
formulating personnel policies
assessing employee performance
determining staffing levels
making company investment decisions
Examples of non-exempt duties:
driving vehicles
operating machinery
bookkeeping
repairing equipment
delivering merchandise
sweeping floors
typing, filing
telemarketing
cashier work
preparing food
IMPORTANT NOTE: in the exempt duties group, the employee needs to use discretion and judgment on a regular basis. For example, an ordinary bookkeeper may be described by an employer as one who determines credit policy when in fact, he or she merely deals with delinquent accounts in accordance with general guidelines by management. This kind of bookkeeper would not be considered exempt because he or she does not exercise discretion and judgment on a regular basis.
Further, employers may think that if an employee performs any exempt duty, however insignificant, they can be classified as exempt. It is important that in order to be classified as exempt, the employee's primary duty must be to perform tasks of an exempt nature.