Hotel manager living on site in Orange County, CA.

I was recently hired as a manager/front desk agent/night manager at a very small, privately owned hotel.

When I started we had an after hours service that would talk our customers through checking in (using lock boxes on the property) to get their keys and direct them to their rooms. This allowed me to go to the gym, get a full night's sleep and not have to worry about check ins once the front desk closed, I would just need to respond to emergencies and noise complaints.

That service was recently cancelled and I am basically tied to the property now, once the housekeeper leaves in the evening I am the only person on the property.

I am also technically the manager and during my days off I often need to help out the other front desk agent now that we are getting into the busy summer months. They got rid of the house keeper that usually helped that front desk agent so its literally just her from 9-6 which is basically the only time I can leave the property.

My questions:

1. I am being paid less than what the 'new' overtime law states is the minimum (47,476). BUT I live on site, is being provided a place to live for free, is that a part of that salary?

2. Living on site is technically 'home' but I am often woken up by phone calls or late check ins (if they book through a third party I often don't get a phone number and I am the only one there, I can't stay at the desk forever) so how does living on site change the 'on call' laws in regards to overtime?

3. What is the best way to document this? Is there an actual chance I ever fix this or are they just going to get rid of me the second I talk to them about it?

Written By: EldritchTacoDiety
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