Comp Time vs Overtime: What Your 80-Hour Week Really Means
You just found out you're working six days straight on a video production shoot - 80 hours total. Your employer mentioned "comp time" but it's not in the company policy, and you're wondering: shouldn't you get paid extra for all those hours?
The answer depends on something called your exemption status, and getting this wrong could cost you thousands in unpaid overtime. Here's what you need to know before your next big project.
This analysis is based on a real question from Reddit's salary community. See the original post here to read the complete scenario and community discussion.
This guidance comes from Episode 4 of What It Pays™ podcast. Listen to the full discussion here for complete insights into exempt employee rights and comp time negotiations.
The Expert Perspective You Need
I'm Dr. Bruce Brown, and after building HR systems across multiple industries, I've seen how confusion about exemption status and comp time can leave employees both overworked and underpaid. Understanding these rules isn't just about your current project - it's about protecting your time and compensation throughout your career.
The reality is that most employees don't understand the Fair Labor Standards Act, and some employers take advantage of that confusion.
Are You Actually Entitled to Overtime Pay?
The Fair Labor Standards Act uses a two-part test to determine if you're "exempt" from overtime requirements:
1. Job Duties Test
Your primary responsibilities must involve executive, administrative, or professional tasks
You must have significant decision-making authority or specialized knowledge
2. Salary Test
You must earn above the federal minimum threshold (currently $684/week or $35,568/year per Department of Labor guidelines as of 2025)
You must be paid on a salary basis, not hourly
If you meet both criteria: You're exempt - no overtime pay required, regardless of hours worked
If you fail either test: You're non-exempt - entitled to overtime pay for hours over 40 per week
What Comp Time Really Means (And Doesn't Mean)
Comp time is NOT:
Required by law for exempt employees
The same as paid overtime
A guaranteed benefit
Comp time IS:
A voluntary employer recognition of extra hours worked
Time off that doesn't reduce your PTO balance
Often negotiable if approached strategically
Your Strategic Approach to the 80-Hour Situation
Since you know this workload is coming (Sunday through Friday shoot), you have time to plan. Here's your conversation framework:
Step 1: Acknowledge the Reality
"I know we have this major shoot coming up, and I'm committed to making it exceptional. I also recognize this will be significantly more than our typical work schedule."
Step 2: Position Yourself as a Partner
"I want to ensure I'm at my absolute best during filming and editing, so we get the highest quality results."
Step 3: Present Your Request
"Since I'll be working six straight days, would it be possible to adjust my schedule the following week? I'd like to take Monday and Tuesday as comp time to recover and ensure I deliver excellent editing work."
Step 4: Make It Easy to Say Yes
"This wouldn't impact any deadlines, and I believe it will actually improve our final product quality."
The Hidden Costs of Not Managing Your Time
Remember, protecting your time is as important as protecting your salary. Here's why:
Burnout Prevention: Overwork leads to decreased quality and potential health issues Opportunity Cost: When you're constantly working, you can't invest time in family, relationships, or skill development Financial Hidden Costs: Overwork often leads to expensive convenience purchases (takeout, services, etc.)
As we discussed in our analysis of how small salary decisions compound over time, time management decisions also compound. Poor work-life balance can actually cost you money and career opportunities.
Additionally, if you're questioning whether your total compensation is fair for the hours you're working, our NYC salary reality check shows how excessive work demands can be a red flag for below-market compensation.
When Comp Time Makes Sense vs When It Doesn't
Good Comp Time Scenario:
Predictable heavy workload with clear end date
Supportive management relationship
Ability to truly disconnect during comp time
Project-based work where intensity varies
Red Flag Scenario:
Consistently expected to work 60+ hour weeks
Comp time requests are regularly denied
You're constantly "on call" even during comp time
Pattern of demanding excessive hours without recognition
Know Your Rights and Market Value
Whether you're dealing with 80-hour shoot weeks or wondering if your salary is fair for the hours you work, you need data to make informed decisions.
For video production professionals specifically, understanding industry salary standards helps you evaluate if your total compensation (including the expectation of occasional long hours) aligns with market rates.
Are you wondering how your salary compares to others in your field? Our upcoming salary benchmarking tool at whatitpays.com will include industry-specific data and hour-load considerations to help you evaluate total compensation packages.
The Conversation That Changes Everything
The key to this entire situation is seeing your manager as a partner in mutual success, not an adversary. When you approach overtime and comp time discussions with:
Transparency about the workload impact
Solutions rather than just problems
Professionalism that acknowledges business needs
Data about what works best for quality outcomes
You're far more likely to get the flexibility and recognition you deserve.
Your Next Steps
If you're facing a similar situation with heavy workloads and unclear comp time policies:
Document your hours - even as an exempt employee, tracking helps in discussions
Research your exemption status - make sure you're properly classified
Plan the conversation - don't wait until you're burned out
Know your market value - understand if your total compensation is fair for the demands
Have questions about your specific work situation or exemption status? Email podcast@whatitpays.com. I regularly feature real workplace scenarios and provide personalized guidance.
Ready to better understand your total compensation picture? Sign up for our newsletter at whatitpays.com to get access to salary tools and workplace guidance that help you navigate these complex situations with confidence.
Your time and your compensation are both valuable. Make sure you're protecting both.
For more workplace insights and compensation guidance, listen to the complete What It Pays™ podcast for weekly analysis of real career situations.
Important Disclaimer: The information provided in this article is for educational and entertainment purposes only and should not be construed as legal, financial, or career advice. While Dr. Brown holds a PhD in Human Resources and SHRM-SCP certification, this content does not constitute professional consultation for your specific situation. Employment law, overtime regulations, and workplace policies involve complex factors unique to each individual and organization. Always consult with qualified legal, HR, or career professionals before making important decisions. What It Pays™ and Dr. Bruce Brown assume no responsibility for actions taken based on this information.
