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.

Just because an employee is paid on a salaried basis does not mean that the employee is not entitled to overtime compensation. The nature of the job and/or the type of employer dictates whether or not an employee is eligible for overtime. For a list of employees exempt from overtime, click here: M.G.L. c. 151, ?1A No, overtime is based on hours actually worked during a given work week.

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.

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.

Recall that exempt employees do not have to be paid for overtime hours because they are not covered by FLSA. While the Act does not say you cannot pay overtime to exempt employees, some federal courts have examined the issue and ruled that such action can lead to loss of an employee's exempt status.

Texas A&M University System Regulation 31.01.09, 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.

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.

Select Human Resources. Select Manage Employees. Select the employee you would like to make the changes to. Select the desired Pay Type. Select Save.

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.

Positions that no longer met the criteria for exemption, based on either the new minimum salary or the duties tests, were changed to nonexempt. Employees in nonexempt positions must record hours worked for each week (typically recorded on the Texas A&M biweekly timesheet or acceptable electronic timekeeping system), be paid for the number of hours worked, and earn time and one-half of the regular hourly rate or compensatory time at 1 ? rate for hours worked over forty (40) in a work week.

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.

On the Contract record, report the expected days/hours the employee is hired to work. When the days/hours are reported on the Work Report record, the system will automatically compute the appropriate amount of service credit.

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.

If the salary rate for each job is the same, there is no problem. However, in these dual employment arrangements, it is not uncommon for an employee to be paid at different rates for each job. The Department of Labor says that you cannot use the rate of only the secondary job to calculate overtime, unless all overtime hours are worked in that secondary job.

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.