I guess what I'm missing is why an employer, especially Disney, would even offer this unless it was absolutely necessary for strictly competitive reasons where qualified people in mass would refuse to accept hourly wages.
It seems like it assumes the potential negatives of a a salaried position (for an employer) and provides them with none of the benefits.
Since they'd be legally required to accurately track time, even saying that it was a job position where time is difficult to track so it's easier to just go with salary because you know they're going to work a base minimum anyway seems to not be an acceptable reason.
And in the case of these people doing the guide work, they'd seem close enough with that to fall into the performance role that allows for exemption, especially if their other tasks are of an administration type that would also likely qualify.
Surely it can't be because they aren't paying the minimum to allow for exemption?
Sorry to seem dense about all of this but as someone who has sometimes clocked in 90 hour weeks on salary in offices full of salaried and hourly people where many of those hourly positions could qualify for exemption, even though they remain hourly jobs, it feels like there is something missing, here.
