Short answer. Not if you meet the legal definition of a managerial employee. Article 82 excludes managerial employees from the Title covering overtime pay, defining them as those whose primary duty is managing the establishment or a department, plus other officers or members of the managerial staff — a test about actual duties, not your job title.
What the law says
Coverage. The provisions of this Title shall apply to employees in all establishments and undertakings whether for profit or not, but not to government employees, managerial employees, field personnel, members of the family of the employer who are dependent on him for support, domestic helpers, persons in the personal service of another, and workers who are paid by results as determined by the Secretary of Labor in appropriate regulations. As used herein, "managerial employees" refer to those whose primary duty consists of the management of the establishment in which they are employed or of a department or subdivision thereof, and to other officers or members of the managerial staff. "Field personnel" shall refer to non-agricultural employees who regularly perform their duties away from the principal place of business or branch office of the employer and whose actual hours of work in the field cannot be determined with reasonable certainty.
Labor Code, Article 82 — Who Is Covered. Read the full provision →
The exclusion, and what it removes you from
Article 82 states that the provisions of the relevant Title, which includes the Labor Code's overtime rules, apply to employees generally but expressly do not apply to several categories, one of which is managerial employees. If you fall within that category as the article defines it, the overtime provisions in that Title are not the ones covering you, which is the textual basis for employers treating managerial staff as not entitled to overtime pay under this part of the Code.
The definition turns on duties, not the job title on your contract
The article does not let an employer create the exemption by simply calling a position 'manager.' It defines managerial employees as those whose primary duty consists of the management of the establishment in which they are employed or of a department or subdivision thereof, and extends this to other officers or members of the managerial staff. The operative word is primary duty: what you are actually responsible for and actually do governs the classification, not the title printed on your payslip or business card.
Why titles can be misleading here
Because the test looks at the substance of the role, it is possible to hold a title that sounds managerial, such as 'store manager' or 'team lead,' while your actual primary duty is not managing the establishment or a department but performing the same operational work as non-managerial staff. Conversely, someone without 'manager' in their title could still fall within the definition if managing the establishment or a subdivision is genuinely their primary duty. The article's own wording is what should be measured against your actual responsibilities.
What Article 82 leaves for other provisions to resolve
Article 82 establishes the exclusion and the definition; it does not itself describe alternative compensation arrangements for managerial employees or set out a detailed multi-factor test beyond the wording quoted here. Other Labor Code provisions and the regulations the Secretary of Labor is authorized to issue fill in additional detail for other excluded categories, but as far as this article goes, the question for a managerial employee's overtime entitlement is whether your primary duty genuinely consists of managing the establishment or a department.