[el ess A]

Essentially, a salary is paid for work performed. The company can decide on what they consider a "salaried" employee. Where I work, our company says everyone is a salaried employee, although some are exempt and some are non-exempt. Salary paid may or may not be paid in equal installments, but must be paid in regular periods or as prescribed by the agreement between the employer and employee.

Now, if you are an exempt employee, they do not have to pay you overtime (Fair Labor Standards Act of 1938) at time and one half your hourly or hourly equivalent (usually figured as Annual Salary divided by 2080 hours but could be different) rate if you work over 40 hours per week. But you also need to "qualify" for exempt. If you're a contracted employee, that usually means you likely qualify for exempt status. It isn't the employer's call on if you are exempt or non-exempt. There are certain criteria that must be met.

If you are under contract, you need to read and understand the stipulations of the contract. There's usually a non-compete clause, ethics clause, or other specialty clauses that could get you terminated. So you may need to be careful. If you're supposed to be "available" during a certain time of the day for work, you also couldn't work another job (legally) during your compensated time frame. While it may be considered unproductive time, you are still "on the clock" during whatever time period that happens to be, if any.

There 's a slew of laws and regulations concerning employment law. And interestingly, many states simply use Federal Labor Laws as their own. I think Georgia Labor Laws pretty much state that upfront. Straight and to the point.

Assuming you're in an at-will employment status, you usually only need to worry about any conflict of interest and any overlap work periods. Like doing other company's work while on the clock of another company. If you can separate those, then generally you should be ok.

Before taking the other job, I'd seek some professional advice from a lawyer familiar with employment law in your state.