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.

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.

Generally, employees within Executive, Administrative, and Professional positions are considered exempt from the FLSA.

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.

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.

Paying an FLSA lawyer is between you and your attorney. Some FLSA lawyers work on a “contingency fee” basis where they collect payment after judgment in the case. Usually, a “contingency fee” is a percentage of the awarded judgment. Suit expenses will either be paid by the client or advanced by the lawyer, depending on the arrangement.

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 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

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.

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.

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.

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.

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.

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.

The Department of Labor has clear-cut rules governing overtime pay. Unless an employee is exempted, the employee is entitled to overtime pay at a rate of 1½ times their regular pay rate. Overtime is defined as anything over 40 hours within a 7-day period. You can still pay your employees a weekly salary, but if the employees don't meet the Department of Labor's standards of an exempt employee you will still need to track their hours and pay overtime after 40 hours.

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.

If a uniform requires only minimal care such as washing and tumble/drip drying, an employee must be paid a weekly premium of $6.75. However the employer must pay for actual costs for the maintenance of uniforms requiring ironing, dry cleaning or separate laundering because of heavy soil or color.