Court Rules IT Engineer Exempt from Overtime Pay

The Sixth Circuit Court of Appeals determined that a Cincinnati Bell employee does not qualify for federal overtime compensation.

Updated on Oct. 29, 2026 in Jobs — General

Bold flat-color editorial illustration of an integrated circuit, representing the legal status of technical professional labor under federal law. — The Sixth Circuit Court of Appeals ruled that a Cincinnati Bell IT engineer is exempt from federal overtime pay under federal labor law. AI Illustration. Upload story photo >

Live Poll

Should salaried employees be entitled to overtime pay when they work more than 40 hours?

The U.S. Court of Appeals for the Sixth Circuit ruled that an IT engineer at Cincinnati Bell Telephone Co. qualifies as an exempt computer employee under the Fair Labor Standards Act. Consequently, the company is not legally required to pay the former employee overtime wages for work exceeding 40 hours per week.

Why it matters

This ruling clarifies the application of the computer employee exemption under federal law when assessing whether specific technical roles are eligible for mandatory overtime pay. It establishes that primary job duties related to systems development can supersede the standard 40-hour overtime threshold.

Federal labor standards typically mandate overtime pay for employees who work more than 40 hours per week. This ruling affirms the legal status of the computer employee exemption for staff performing call routing system design.

The players

Sixth Circuit Court of Appeals

This is a federal court that holds jurisdiction over cases from districts in Kentucky, Michigan, Ohio, and Tennessee.

Cincinnati Bell Telephone Co.

This is a regional telecommunications company based in Ohio that provides various network and communication services.

Loren Bennink

This individual is the former IT engineer whose employment classification was the subject of the legal dispute regarding overtime pay.

The details

The court focused its decision on the worker's primary duties, specifically the design and development of a call routing system, which it found met the statutory requirements for an exempt professional. By classifying the worker this way, the court upheld the employer's policy of paying a flat weekly salary rather than hourly overtime rates.

October 29, 2026: The Sixth Circuit Court of Appeals issued the ruling on the IT engineer overtime case.

Market Landscape

This case highlights the ongoing tension between traditional labor protections and the classification of specialized technology roles in the modern workforce. As companies continue to evolve their digital infrastructure, the legal distinction between hourly and exempt technical staff remains a critical factor in corporate operational strategy.

Employees in technical roles should review their specific job descriptions to understand how their duties align with federal exemption criteria. This ruling reinforces that professionals classified under the computer employee exemption may not be entitled to additional pay for hours worked beyond the standard 40-hour week.

The takeaway

Workers in the technology sector should verify their exemption status to clarify their rights regarding federal overtime mandates. Employers must ensure that primary job duties match legal definitions before deciding to bypass hourly overtime compensation structures.