[kube-system]

You can be hourly and exempt. You can be paid a fixed salary and be non-exempt. There are also many salaried people who fill out timecards.

Edit to your edit:

> my "often accurate" generalization here is not accurate often enough to be worth saying, which I'm willing to believe. No level of detail in a HN comment can substitute for hours of research and talking with a lawyer

Your generalization is frequently incorrect, because billing by the hour is extremely common. The DOL has a very readable website that explains exemptions. https://www.dol.gov/agencies/whd/fact-sheets/17a-overtime

[convexfunction]

Just to be clear -- frequently incorrect even among HN readers? I would think one or more of these exemptions apply to just about everyone likely to read these comments who has a job, but perhaps I'm misunderstanding them.

[convexfunction]

Ah, I think I get what you were saying, company A is billing company B hourly so employee of company A needs to track their time even if overtime-exempt. Yeah, not necessarily "rare" in tech, mea culpa.

[mywittyname]

> There are also many salaried people who fill out timecards.

Some of them do so for accounting reasons. Not because it determines their pay.

[kube-system]

That is what I am suggesting. Filling out a timecard has nothing to do with whether you are FLSA exempt or not.

[kevin_thibedeau]

I've been salaried and gotten paid overtime.