Technology

-You mean according to the law, I'm right, since it isn't law that you're required to work 40 hours, by definition of salaried exempt

-Yes, filling in key responsibilities is not a perfect science of what that means, which is is why the FLSA and it's enforcing agency the DoL go out of their way to develop logical "tests" on what kind of work should qualify for salaried exempt, a small percentage of which you list (for some odd reason)

• What's wrong with checking off a list? Anything is checking off a list. That's not a counter-argument. You're just stating what you wish happens, but just stating assertions doesn't make them true. Employers will get whatever the market will bear in terms of labor negotiations. If that means having to put up with "double-dipping", witches, and bears oh my, idc.

• Employees that meet the definition of salaried work and thus have freedom over their time earned from efficiency shouldn't have a problem handling their duties. If they choose to work more for additional pay from someone else at the risk of burnout and expense of their leisure time, so be it. It's not a marriage to an ultra-jealous controlling douchebag, even if you want it to be and redefine anything but complete submission as a "breach of trust".

• You are just being deliberately obtuse with hypotheticals. People should be allowed to work two jobs, if they are efficient and wish to sacrifice some of what should be their own time, provided they can actually handle it. Yes, the wins in efficiency by not forcing people to pretend to be productive for 40 hours are there. Anyone with a tenth of a brain that's actually worked in a corporate environment will attest to that intuitively. That doesn't mean in actuality, everyone will be able to work two jobs. Not everyone will have the same available energy left over, nor will choose to spend it that way. If someone wants to exert themselves further, let them. It'll be up to them to manage the possibility of burnout, decide how temporary the situation will be, et cetera. Making another 100% (ballpark) of your salary is not a bad incentive in the short term at least, though companies won't be handing out 100% salary bonuses for efficiency nor performance anytime soon. We all know how little a dollar goes these days, and how wages haven't kept up with inflation for generations. This is one of the results of that.

-"Incoherent ramblings" you sound like a bad small-time manager that blames younger generations for their ineptitude as one. Seethe and keep getting left behind, all that grandstanding is only gonna get you brownie points with your fellow boomers, but it won't actually help you navigate a changing labor market.