We have a non-exempt employee who has taken on an interim position that is exempt. As he is being paid as interim in an exempt role, would he be eligible for overtime?
How much of his time is he spending on the exempt duties? And do the new interim duties truly fall under the exemptions? Interims often do some of the basic duties/tasks but often don't have as much independent judgment or discretion needed as the last or next position filler.
Anyone can be paid hourly plus overtime, even if the duties are exempt. If it is truly temporary/interim, I would suggest keeping him hourly plus OT. You can however pay exempt if the duties allow for that AND pay some type of overtime rate, but I wouldn't -- in that case I would again suggest keeping him hourly and pay OT as he works it.