My first reaction? Yikes.
Now that I've had to think about it, my second reaction is, Double Yikes.
Being a manager is very much like being a parent. It's fine to be a parent and a friend, but when those two roles come in conflict, you always have to pick being the parent.
It may seem "nice" to classify all employees as exempt, but it's nice in the same way letting your child eat all their Halloween candy in one sitting is nice. Fun while it lasts, but the consequences can be huge.
Granted, someone has to turn you in so as long as you are a warm loving group you can get away with it. But, don't count on it.
Possible punishments for misclassifying an employee and not paying overtime when due? (Incidentally, for the most part, it's okay to give comp time instead of overtime IF no more than 40 hours are worked in a week. This means if someone stays late on Monday they need to take that comp time by Friday or you have to pay overtime. You can't save it up.)
Doesn't this sound pleasant?
Think it won't happen to you? In 2006
The Employment Standards Administration's Wage and Hour Division (WHD) recovered more than $171.5 million in back wages for over 246,000 employees in fiscal year 2006. Back wage collections represent a 3.6 percent increase over back wages collected in fiscal year 2005. The number of workers who received back wages in fiscal year 2006 increased by 2.3 percent over the number receiving back wages in fiscal year 2005. The agency concluded 31,987 compliance actions and assessed nearly $7.9 million in civil money penalties.
If you want to be "nice" and classify everyone the same, classify everyone as non-exempt. Otherwise, get your checkbook out.