Assistant managers (MGTs) have been working 44 hours (4 OT) for at least the 15+ years I've been with the company. This 4 hours OT was a bit of compensation for the amount of hard hours, nights, weekends, holidays, etc. It is part of the salary package you were informed of upon taking the job. For most MGTs, this is a gross (no pun intended) pay cut of approx. 15-18%
My store manager said he would rather cut hours from SS clerks and give MORE hours to our MGT crew because we are all hard working, reliable, knowledgeable and experienced. This is NOT a good long term decision. Service will suffer from a demoralized management crew, and people qualified and interested in the job might think twice about a position that paid $42k last week, $35k this week. The economy won't be this bad forever.
Let's take a closer look. I hire a guy, let's call him Michael Gregory Thermador (MGT). I tell him he has to work at LEAST 44 hours a week. If he works more than that to gt the job done, well, that's on his dime (fixed cost).
I have other employees that work for 10 bucks an hour, overtime unlimited (variable cost).
When times are tough, do I cut the guy who, after 44 hours gets zero, or do I cut the guy that gets unlimited overtime?
In the worst case scenario, all the salaried employees are the last ones standing, managing no one but themselves because they carry a fixed expense. I wouldn't cut the fixed expense just to carry the variable expense.
I know I'm using fancy terms like "fixed" and "variable" so I apologize in advance if you got lost.
But if you're wondering how the "bean counters" figure this stuff out, that's how they approach it.