You are assuming, unless you already know, that those who were made "Exempt" (Salaried), are making more money than you. But anyway, as far as "Exempt" (Salaried) and "Non-Exempt" (Hourly) goes, there are federal guidlines that govern such. The term and law which governs such, came about, I believe, back in 1940 something. It was inacted so that employers couldn't take unfair advantage of laborers, by working them long hours and not paying them overtime. The definition of such then relies on how much manual labor you now do, versus, how much desk work you do. As a supervisor, I would assume you would fit the "exempt" status, unless you are a "working supervisor", "crew chief", "team leader" or such. In any case, being "exempt" means that you are an officer of the company and therefore "exempt" from the labor laws governing manual laborer. It also means that you are no longer eligible for overtime pay, unless your employer or a contract deems such, and that you are typically expected to work longer hours, be more company oriented and uphold the company standards. It also, in no way, guarantees a pay increase, although it is usually granted because of your willingness to go the extra mile for the company. Check with your local labor board regarding the labor law of 1940 whatever. Who knows, maybe your boss wil be impressed over your newfound knowledge. Just don't present it to them in a smartass fashion. As for your co-workers, concentrate on what YOU are doing and let their actions, or lack thereof, speak for themselves.