Texas A&M University System Regulation 31.01.09, on overtime, states that "Employees who are exempt under FLSA are not compensated under the federal or state overtime provisions." However, in cases where an exempt employee is required to work on a scheduled holiday, the employee will be provided an equal amount of time off during the 12 month period following the date of the holiday worked.

Overtime is earned when non-exempt employees physically work more than 40 hours in a workweek (Sunday through Saturday). Compensatory time is earned when non-exempt employees log more than 40 hours for the workweek, but did not physically work over 40 hours in the workweek. For example, non-exempt employee is paid 8 hours of holiday pay for Monday, then works 10 hours each day, Thursday through Friday. Total hours logged for the week equal 48, but the employee only physically worked 40 hours.

Generally the FLSA exempts executive, administrative, professional, and outside sales employees from overtime requirements provided they meet certain tests regarding job duties and are compensated "on a salary basis." The web sites below give specific conditions for each classification as well as other types of occupations. Under federal law, a minor must be 14 years old to work for an employer.

Overtime and/or compensatory time are usually not a requirement of our contract positions. However, overtime or compensatory time may be required to accomplish the mission. When that occurs, approval must be granted by your supervisor, in writing, before working overtime. Some of our contracts do have provisions for over-time pay (contract specific).

Compensatory time (“comp time”) is applicable to government employees and cannot be substituted for overtime pay. The FLSA generally does not permit “comp time” to be substituted for cash in overtime cases. See Comp Time, Bonus and Shift Pay, Incorrect Rate of Pay.

Generally, salaried employees are due overtime pay. There are several exceptions to this rule, including commissioned sales employees, computer programmers, executive, administrative, professional or outside sales employees, physicians, truck drivers and union employees (with certain restrictions), all of whom are generally exempt from overtime pay. See OvertimeScams.us for a more detailed review by job description, title, and industry.

It depends. If a non-exempt staff member "makes up time" and the recording of that time creates an overtime situation, then yes. A department may avoid an overtime situation by scheduling the staff member to "make up the time" during a week or pay period when he/she does not work a full 40 hours/week or 80 hours/pay period. See example below.

For Who's Where to work properly, hours worked must be included in the monthly payroll report file. Your payroll service should allow for assignment of standard hours. For information used to enroll seasonal employees, call the Fund's Participant Services Department at 1-800-738-9622.

It depends on how much time off you give them, and when. Private employers are not allowed to give compensatory or "comp" time -- one hour off for every hour worked -- because this type of arrangement cheats employees out of their higher overtime pay. However, there are a couple of ways to rearrange an employee's work schedule during a pay period to avoid paying out overtime.

Federal Compensatory time is in lieu of overtime for hours worked over forty (40). You may be eligible for State Compensatory time if you are non exempt and work no more than 40 hours in a workweek but your work time and paid leave or holidays total more than 40 hours. You will receive state comp time for hours that exceed 40 in the workweek at the rate of one hour of state comp time for each one hour of paid time in excess of 40 in that workweek.

All packages have a 4 hour base with additional performance time occuring in one hour increments. Clients who wish to extend the contracted length of their event must notify Vern before the overtime period begins. Payment for overtime is due prior to the start of the overtime period and is charged on an hourly basis.

Exempt classification entails two tests: the salary test ($540.00 weekly in California) and the duties test. The duties tests are complex but briefly they are: Executive exemption: more than half the time the incumbent supervises/ manages the equivalent of 2 or more people in the same department. Administrative exemption: more than half the time the incumbent is exercising independent judgment and discretion in matters of significance to the business or the client’s business.

Yes. You must notify the Payroll Office of those individuals who should be able to receive and use comp time.

You may contact the Investigation Section in Honolulu or on the neighbor-island, the Department of Labor and Industrial Relations District Office nearest you for assistance.

It is possible for some students to earn overtime. Overtime is computed on hours worked over 40 per week. Non- international students, who are not on Work Study programs or graduate appointments, are eligible to work overtime between terms. Return

employee is classified as either exempt or nonexempt. Exempt employees are those who are in positions which are narrowly classified by the Fair Labor Standards act as executive, administrative or professional in nature and meet certain other criteria. All others are nonexempt. Nonexempt employees (regardless of whether they are paid a salary or an hourly rate) are entitled to overtime pay of at least 1.5 times their regular rate of pay for all hours actually worked over 40 hours in a workweek.

It depends. A salaried employee must be paid overtime unless they meet the test for exempt status as defined by federal and state laws, or unless they are specifically exempted from overtime by the provisions of one of the Industrial Welfare Commission Wage Orders regulating wages, hours and working conditions.

Generally, exempt employees are paid a predetermined amount of money for work performed, regardless of the number of hours worked, and are not eligible for overtime pay. Non-exempt employees, on the other hand, are paid according to the number of hours worked, and are therefore eligible for overtime pay. However, some employers may classify an employee as “exempt,” when in fact his/her job duties qualify him/her for overtime pay.

Compensatory time is reported with status code "A." Report the actual number of hours used, not time and a half. Report compensatory time when it is used; but if it is cashed out, report compensatory time as earned. You have reported the data for the wrong EARN PERIOD. If so, you will need to re-report the rejected data using the correct EARN PERIOD. You have sent us the wrong end date. A wrong end date cannot be changed via the transmittal process.