Former operations manager here -- I was on the employer side of an overtime dispute and want to share that perspective because it helps employees understand how these cases are evaluated internally.
When an employee claims they were denied overtime for six months, the company legal department immediately looks at three things: (1) whether the employee was correctly classified as exempt or non-exempt, (2) whether time records support the claim, and (3) what the supervisor knew and when. If the classification was wrong, the company is usually in serious trouble regardless of intent.
The FLSA exemption analysis under 29 CFR Part 541 requires meeting BOTH a salary basis test (currently 684 dollars per week or 35,568 per year) and a duties test. The most commonly misapplied exemption is the administrative exemption, which requires that the employee primarily perform office or non-manual work directly related to management or general business operations AND exercise discretion and independent judgment on matters of significance. Many employers slap the exempt label on anyone with a title like coordinator or specialist without actually analyzing their duties.
For the constructive discharge element, courts apply the standard from Penn. State Police v. Suders (2004): whether working conditions were so intolerable that a reasonable person would feel compelled to resign. Demotion alone may not meet this standard, but demotion combined with denied overtime, reduced responsibilities, public humiliation, or other adverse actions can collectively satisfy it. Document every adverse change in your working conditions with dates, witnesses, and any written communications.
One practical note: if you are currently still employed and experiencing these issues, file an internal complaint through HR before resigning. This creates a record and triggers the employer obligation to investigate. If they fail to address the issue or retaliate, it strengthens your case enormously. An employment attorney can advise on the best sequence of steps for your specific situation -- many offer free initial consultations for overtime and retaliation claims.