Not per se. Every single job can be paid on an hourly wage/salary, as long as the compensation does not fall under minimum wage laws. One example of a grey area is with attorneys and their compensation in the form of bonuses, which is currently being litigated in Court. What is important is determining overtime and other related issues on salary vs. hourly. Usually, and this is very general, salary is for management and hourly is not. For example, if you are a receptionist who only answers the phone, your company cannot place you on a salary, work you daily overtime hours and refuse to pay you overtime by stating you are "salaried". Do you have an employee contract? if not, they can change you from salary to hourly legally but they have to pay overtime and provide for breaks and lunches. I need a lot more facts. Call me if you want to discuss further - I don't charge for calls of this nature.
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To add to Mr. Hiden's correct response, if you were performing non-exempt work (which usually means you were not a professional, managerial or administrative employee), and you worked more than 8 hours in a workday or 40 hours in a workweek, you should have been paid overtime premiums for those overtime hours. Sometimes employers realize they have been classifying employees incorrectly, as salaried (exempt from overtime) when they are not and, upon realizing their error, switch them to hourly. If this is what happened to you, you may be owed overtime wages.
They say you get what you pay for, and this response is free, so take it for what it is worth. This is my opinion based on very limited information. My opinion should not be taken as legal advice. For true advice, we would require a confidential consultation where I would ask you questions and get your complete story. This is a public forum, so remember, nothing here is confidential. Nor am I your attorney. I do not know who you are and you have not hired me to provide any legal service. To do so would require us to meet and sign written retainer agreement. My responses are intended for general information only.
I agree with the prior answers that you have been given. There appears to be some motivation for your employer to change your manner of compensation, and some of the factors that may be involved are set out in Mr. Hiden's response. If the motivation was to avoid continuing liability for improperly paying you, or for misclassifying your position, you may have claims for additional compensation for overtime, etc. You should contact an attorney to discuss your position and the particular facts of your working circumstances to determine if you have claims for overtime, etc. or for reasons that your employer would change the manner in which you are compensated.