Yep, it all boils down to either be their slave or look for something better. I'd start looking for something better because it looks like they are taking advantage of you, and once that happens they will never stop unless you have some special skill that no one else does....

we have only two competitors world wide in this industry . and they are not taking any loss last order profit was over 40k.

First, start documenting your hours, if you haven't already done so. Since you have a access to a computer go look under Wage and Labor laws for your state. Each state is different. Look under salaried employess, of course, compensation for hours worked over reg. 40, etc. I would not mention this to my employer until you have the facts. They may owe you paid time off. Happened to me, when I left a salaried job, turned in all hours worked (had kept a dated tablet, hours put in, hours taken , reasons -no employees, 3 hours taken dental appt., etc) just to show them and was greatly surprised when kept receiving checks every 2 weeks for 2 months- had over 400 hours. It wasn't Ot but they owed me for the work. That was NJ. Also, if they are late on your pay, they owe you a days pay for each day it is late- worked or not. Interesting stuff. Bet alot of employers are getting away with things now that even they don't know are breaking the law.
Unless you have a vested interest in the company besides it's your sister's husband, I would do this. Go with the facts, talk to her first so she gets you side of the story.

Just a thought. Document the hours as Shasta has suggested. Express your honest thoughts to your boss regarding all that you like about the position and the company. Explain how difficult it has been for you to get anything else done. I'm sure you have not been able to get routine things done...appointments, car and home maintenance, etc. Ask if it would be possible to have one 8-hour day a week or one a pay. Knowing you have some small amount of time to yourself each week might be enough to get you through until you find something more suitable. But go at him with the with positives first - that would be my suggestion.

Hold on a sec, how do you know he has a computer? Me thinks your a interwebs haxor

..make sure you have another job before you quit this one..

http://www.overtime-flsa.com/texas-overtime-laws.cfm?gclid=CL6dvdTLzaACFQEMDQodmWGw0Q


Check out this site and contact them about wages. I know for a fact that AT&T Employees sued and got back pay for overtime. Just cause your not exempt to work over time does not mean they can work you any amount of hours on salary.

I live in Texas as well and was told a few years ago that salary is based on a 40 hr work week that if they expected one to work more then that each week they still had to compensate for wages well and above that.

Quit

that book, how to win friends and influence people. best book i ever read in this century. your answer lies within that book.... audio book is much easier to follow.

Ohhhh sure and it is just sooooooo simple to find a job right now.....

IF your real with wanting to make it RIGHT?

Then,,I would say to the owners,, My time here working is my job, I love it here and like everyone here,,but when I first agreed to go on Salary here,,the hours worked were a lot LESS than they are now?
So I am bring this to your attention as I can't keep putting in ALL THESE HOURS HERE,,on my Salary pay!
I will GIVE YOU and MY TIME HERE,,60 hours a week,,and no more.
OR,,you can put me on HOURLY PAY,,for all my time spent..
I NEED to have some kind of real life away from my job,,or at LEAST compensated for my TIME all WORKED?

This is how and what I would do if I were YOU..
I know people and bosses and have done THIS before myself..
NOT that your boss is like the one I had then,,,but,,ANY BOSS
who VALUES YOU AS HIS WORKER,,has to SEE their abuse here,,and know its been like THIS,,,so STAND UP FOR YOU,,,and just HOPE THEY ALSO KNOW YOUR WORTH THERE in their Company..

I wish you GOOD LUCK,,,and a GREAT CAREER there,,or at ANOTHER JOB!

Thought it was simple to have some sense of humor.Guess not.(Back to my bingo game)

Hey I was playing Bingo too

It is frustrating to work so hard and be dedicated and feel "overused"...

The sad thing is salary or no salary, employers would be wise to note that if they burn out their good workers who are reliable and hardworking who will they have to fall back on.

With this ecomony we are in, it is easy for companies to feel they can treat you however they want and you know there are people out there needing jobs. You dont want to be one of those people but
there is a line as to how much one person can stand,

You have to do whats best for you, and you are thinking it through that is the first step,

He is absolutely right! You can express your concerns and set a tangible boundary of hours to be worked and you will need to stick to your guns. If the management values you, they will attempt to somehow compromise, if not, it is better to leave a thankless job where you will only be sucked dry.

Who will still get overtime pay?

......
......

New Provisions as of August 23, 2004
There will continue to be three basic FLSA tests:

1. The salary basis test - Paying an employee a salary (as opposed to an hourly wage) is still the first measure of whether an employee is deemed exempt. The salary basis will not change - exempt employees will still be required to be paid a salary rather than hourly wage.

2. The salary level test - The salary level test provides an initial determination of whether a job is non-exempt based on the job's compensation. The base limit will increase from $155/week ($8,060/year) to $455/week ($23,660/year), which means that anyone paid less than $455/week (or less than $27.63/hour, if a computer professional) will be presumed to be non-exempt, regardless of whether the employee "passes" the duties test. In addition, any employee paid over $100,000/year will be considered "highly compensated" and will be deemed exempt if the employee "customarily and regularly" performs one or more exempt duties.

3. The duties tests - In addition to pay, the specific duties of a job may determine that the job is exempt from FLSA. There are now six types of exempt duties: executive, administrative, learned professional, creative professional, outside sales, and computer professional. The specific tests for each of these duties have been redefined.






http://www.salary.com/advice/layouthtmls/advl_display_nocat_Ser301_Par455.html