Actually, your situation is not so unique. The Department of Labor has issued guidelines as it relates to whether RAs are considered non-exempt employees who are entitled to overtime. These guidelines are rather ambiguous, however, and an attorney would need to review the employment agreement and discuss with you the specific facts of the situation (as things actually are "on the ground," as opposed to what the agreement states).
Contact an employment attorney to discuss your matter. It won't cost you anything (at least, it shouldn't) for an attorney to provide you with a quick review and determine whether you have rights to overtime. The potential damage award for overtime cases can be pretty high, so you should at least look into it. Best of luck.
You will need to contact an employment lawyer and have them review the specifics of your situation. The regulations which govern this type of situation are fairly complex.