Example: Employee works a total of 55 hours during the week. The employee had 40 hours of "Regular Time" (sometimes called "straight-time") and 15 hours of "Overtime."
Overtime is paid at 1.5 times the employee's normal wage for any time work over 40 hours in a given workweek. If you earn $7.25 per hour normally, you would earn $10.88 per hour when on overtime.
Example: Employee works a total of 55 hours during the week. The employee had 40 hours of "Regular Time" (sometimes called "straight-time") and 15 hours of "Overtime."
Example: Employee works a total of 55 hours during the week. The employee had 40 hours of "Regular Time" (sometimes called "straight-time") and 15 hours of "Overtime."
I am not a lawyer, but I can't see this being legal anywhere.I can see it being perfectly legal for the employer to fire the employee that made them pay some other employee overtime, though.
Yes if the employee is salaried then the company does not have to pay overtime, only comp time.
Since overtime is paid at the rate of 1.5 times the regular pay 30 minutes of overtime would be equal to 45 minutes of regular pay. 0.75 times your hourly wage.
Yes an employer can deny giving you overtime hours but if you have already worked overtime then it is not okay for an employer to deny paying overtime once the hours have already been earned.
Basic annual salary, not including overtime, even if the overtime is part of your regular pay or contract. It doesinclude locality pay if you are a Federal employee.
Labor laws cannot be negated by contracts. An employee cannot give up the right to overtime pay or minimum wage.
If overtime pay is 1 1/2, then it would be calculated like so... (hours worked) x (regular pay) x 1.5
If an employee has worked overtime, the employer has NO other option but to pay it unless the employee is exempt under FLSA. If the employer is seeking to plan strategically to avoid overtime from occurring, using additional staff or creating an exempt position under FLSA are two viable options.
at one and one half times the hourly rate
Employers owe non-FLSA-exempt employees overtime for WORK in excess of 40 hours in a week, not 8 hours in a day.