Overview: Overtime laws are simple, right? When employees work more than 40 hours in a week, you pay them one and a half times their regular rate of pay, right? An employee who earns $10 an hour must be paid $15 an hour for every hour after 40, right?
While that general rule holds true in most cases, there are many variations that can complicate matters quickly. For example, what if an employee receives a bonus or a commission? In some cases, those payments must be factored in to the regular rate of pay. Or, what if an employee performs different jobs at different rates of pay for the same employer?
Also, not all employees need to be paid overtime on the basis of a 40-hour workweek. Certain unionized employees, medical care providers, police and firefighters can be paid according to alternative work periods as long as 28 days.
In addition, overtime laws vary among the states so it's critical that an employer follow state law when calculating employee overtime.
Trends: Employees continue to file, and win, lawsuits seeking unpaid overtime at a rapid pace. At the same time, the federal government and state labor agencies are enforcing overtime laws more aggressively than ever. There appears to be no end in sight to this trend, and employers should remain vigilant in complying with overtime laws.
Author: Michael Cardman, Legal Editor
Alaska employers with four or more employees that have nonexempt employees who work an excess of 40 hours in a week or more than eight hours in a workday should consider including this model policy statement in their handbook.
Employers covered by the Fair Labor Standards Act (FLSA) seeking to address the circumstances under which employees classified by the employer as nonexempt will receive the overtime premium should consider including this model policy statement in their handbook.
In-depth review of the spectrum of Maryland employment law requirements HR must follow with respect to overtime.
In-depth review of the spectrum of West Virginia employment law requirements HR must follow with respect to overtime.
In-depth review of the spectrum of Michigan employment law requirements HR must follow in respect to overtime.
Multistate employers face the challenge of complying with not only federal laws, but also differing state and local laws. This section highlights some of the states' differences in terms of preemployment testing and background checks, noncompetition and nonsolicitation agreements, and discrimination, pay and leave rules.
In-depth review of the spectrum of California employment law requirements HR must follow with respect to overtime.
This Quick Reference chart describes state overtime requirements. Many states have overtime requirements that are for all intents and purposes the same as those of the federal Fair Labor Standards Act (FLSA) - time and a half for all hours worked beyond 40 in a workweek. Some states have no overtime requirements. Other states have unique overtime requirements that differ from those of the FLSA.
Two sections of the Employment Law Manual and the State Overtime Variations Quick Reference Chart have been updated to reflect a new law that requires California employers to pay overtime to personal attendants.
HR guidance on complying with federal and state employee overtime laws. Support on following rules and regulations regarding this employment law topic.