Unless specifically exempted, employees must receive overtime pay for hours worked in excess of 40 in a workweek at a rate of 1 and 1/2 their regular rates of pay. Some exemptions include white collar workers employed in executive, administrative, professional, and outside sales positions who are paid on a salary basis. For a more inclusive list of exemptions, click on the link below.

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). See similar questions...

Davidson Staffing follows California laws related to overtime hours and pay. In general, the first eight (8) hours worked on any day are considered regular hours. Any time worked over eight (8) hours on any day is considered over time hours, and a candidate will be paid at the hourly rate of time and one-half for such overtime hours. Any time worked over twelve (12) hours on any day is considered double time, and a candidate will be paid at double the hourly rate for such double time. See similar questions...

According to federal law, household employees are entitled to overtime pay. Overtime must be paid at 1.5 times the regular hourly rate for all hours worked over 40 in a 7-day work week. If a household employee is paid a salary based on a work week of more than 40 hours, the employment agreement should explicitly state the regular and overtime rates of pay. For example, an employee and family agree upon a gross salary of $600 per week for a 45-hour work week. See similar questions...

For covered, non-exempt employees, the FLSA requires overtime pay at a rate of not less than one and one-half times (“time and a half”) an employee's regular rate of pay after 40 hours of work in a workweek. See similar questions...

Non-exempt employees who work over 40 hours in any given standard work week (Sunday 12 am ? Sunday12 am) are paid one and one-half their regular hourly rate of pay. See similar questions...

Employees are generally due overtime pay of one and one-half times the regular wage rate for work performed in excess of 40 hours during a workweek. Under Vermont law, however, exceptions to overtime pay requirements include employment in retail, service, hotels recreation, hospitals or nursing homes. Employment that is not subject to Vermont overtime requirements may be subject to federal overtime, if the work is in interstate commerce (eg. See similar questions...

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. See similar questions...

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. See similar questions...

employee who receives his/her regular University paycheck and a workers' compensation payment for the same period of time will be required to reimburse the University their regular pay in order to avoid a double pay situation. The Discrict of Columbia Workers' Compensation Act forbids double pay. See similar questions...

The FLSA has no requirement for double time pay. This is a matter of agreement between an employer and employee. See similar questions...

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 See similar questions...

The Fair Labor Standards Act (FLSA), the law the requires overtime pay, has quite a few exemptions. The ones that matter most to a discussion about loan officers are the administrative, executive and retail or service industry commissioned sales exemptions. See similar questions...

Employees are entitled to overtime pay unless they fit into a specific exemption excluding them from such pay. In general, the most common exemptions are for "executive," "administrative" and "professional" positions. There are technical definitions for these terms which are not simply what most people expect, so it is best to get an attorney's advice on this matter. See similar questions...

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. See similar questions...

If they are truly management employees, probably not. Under federal law, executive employees are not entitled to overtime pay. An executive employee is one who earns at least $455 a week, routinely supervises two or more employees, has the right to hire, fire, or promote workers, and manages the business or one of its subdivisions. So, if your managers supervise a department and manage at least two employees, they are not entitled to overtime. See similar questions...

An employer has to pay overtime (one and one-half times the regular rate of pay) to non-exempt employees for all hours actually worked in excess of 40 hours in a workweek. This means that you may work more than 8 hours in a day or work more than a regularly scheduled shift, and still not exceed 40 hours of actual work in a workweek. See similar questions...