Minimum Wage And Overtime Basics

It also requires employers to pay a minimum wage to most workers. The FLSA does not, however, require severance pay, sick leave, vacations, or holidays, and it does not address break times or maximum working hours. Since Georgia does not have a similar law, the FLSA is the governing law addressing wage and hour and overtime issues for Georgia employees. A private sector employer cannot give comp time to its nonexempt employees instead of paying time and one-half overtime pay based on an employee’s regular rate of pay. Merely being paid a salary in itself does not exempt an employee from the minimum wage and/or overtime pay requirements.

• TheNew Jersey Department of Labor and Workforce Developmentwebsite may have additional specific information on wage laws in the state.
• Thus, an employer-employee relationship must exist for an employee to receive minimum wage and overtime pay.
• You must spend no more then 20% of your time doing other activities (or 40% in a retail environment), and your job should be a salaried position.
• Your employer can discipline you for violating its policy by working overtime without the required authorization.
• Most Massachusetts employers are subject to minimum wage and overtime laws.

The methods for calculating and paying commissions vary tremendously. If you have questions about whether your employer is complying with the wage laws on piece rates and commissions, call or visit the nearest office of the Labor Department’s Wage and Hour Division. However, some state laws mandate that employees get paid time off for jury duty, voting, and family and medical leave.

Exemptions For Salaried Employees

However, these employees must be paid overtime premium pay for all hours worked over eight in a day or 80 in the 14-day work period, whichever is the greater number of overtime hours. The FLSA does not require any specific payment system, so employers may base pay on time at work, piece rates, or some other measurement. In all cases, however, an employee’s pay divided by the hours worked during the pay period must equal or exceed the minimum wage. Minimum wage and overtime pay laws in North Carolina require a minimum overtime wage of $10.88 for most employees. This is one and one-half times the state minimum wage of $7.25.

A.Yes, in general an employer may dictate the employee’s work schedule and hours. Additionally, under most circumstances the employer may discipline an employee, up to and including termination, if the employee refuses to work scheduled overtime. However, an employer cannot discipline an employee for refusing to work on the 7th day in a workweek and is subject to a penalty for causing or inducing an employee to forego a day of rest. An employee who is fully apprised of the entitlement to rest may independently chooses not to take a day of rest.

California Overtime Pay Laws For 2021, 2022

Most Massachusetts employers are subject to minimum wage and overtime laws. Are entitled to receive a salary that is equal to or greater than the amount they would receive if paid hourly at the minimum wage rate. The FLSA and its regulations can often be quite complex and can involve very technical applications of the law. Employers who misclassify non-exempt employees as exempt can be making a costly error, especially since misclassified workers may sue later for unpaid overtime pay. The employer must pay you for attending required training, lectures and meetings related to your job. Waiting on the job is considered work time if you cannot use that time effectively for your own purposes.

Retail and other specified businesses must also pay overtime for work on Sundays and holidays. TheRhode Island Department of Labor and Trainingwebsite may have additional specific information on wage laws in the state. $12.75 per hour, varying annually based on an inflation calculation. A few industries, including factories and manufacturing establishments, also have overtime pay required after 10 hours worked in a workday.

This agency inspects employers’ records to ensure that they are adequate and that the employer is exempt from having to pay federal minimum wage. Employers who are not exempt from the federal minimum wage will have to pay $5.15 per hour and have documentation substantiating that the workers received at least this amount. Can my employer offer me “comp” time off instead of paying overtime? Only government agencies are permitted to offer compensatory time in lieu of overtime. If you are a private sector employee, you must received overtime pay when you work over 40 hours in a workweek. Your employer can discipline you for violating its policy by working overtime without the required authorization.

Wages, Hours, And Payment

A tip that is charged to a credit card must be paid by the employer to the employee by the next regular payday and may not be held while the employer is awaiting reimbursement from a credit card company. The employer may not deduct any amount from employee Minimum Wage and Overtime Pay tips charged to a credit card, including, but not limited to, service fees assessed to the employer in connection with the credit card transaction. Some salaried employees – Contrary to popular belief, some salaried employees are entitled to overtime.

Normally, overtime pay earned in a particular workweek must be paid on the regular pay day for the pay period in which the wages were earned. Some employers have tried to skirt the overtime pay requirements by labeling part of the pay received as a bonus. In fact, bonuses have a strict legal definition, being reserved only for money paid in addition to wages because of some extra effort you have made on the job, as a reward for loyal service, or as a gift. While the term bonus has a grand ring to it, be skeptical if you receive one too often. And take the time to do the math to discover whether the bonus is an apt description for the sum you receive—or a ploy to circumvent the laws requiring overtime pay. Regarding overtime pay, states also may have their own additional rules and regulations governing how overtime pay works.

Only salaried employees who meet the executive, administrative, and professional definitions – often called “white-collar” jobs – are exempt from overtime. Employers can define a workweek as any 7 consecutive days beginning on the same day and time every week.

Paid Sick Leave

Employees are considered to be receiving a salary if they are paid a specified amount for each employment period regardless of the number of hours workers during the period. Most Minnesota producers are subject to minimum wage requirements even if exempt from federal minimum wage. Additionally, the FLSA requires employers to maintain accurate records of time an employee spends performing compensable work. If an employer violations the FLSA by failing to pay appropriate wages, the employee may recovery the unpaid wages, as well as liquidated damages, as a penalty on the employer. The Atlanta-based attorneys at Moeller Barbaree have extensive experience in cases involving overtime claims.

If your work involves manual labor you are probably protected under overtime law. Any work in excess of 12 hours in one day and any work in excess of eight hours on any seventh day of a workweek shall be paid no less than twice the regular rate of pay. Exceptions apply to an employee working pursuant to an alternative workweek adopted pursuant to applicable Labor Code sections and for time spent commuting.

Unlawful Practice Of Law

In no case may the regular rate of pay be less than the applicable minimum wage. The regular rate includes all compensation paid to an employee, including set hourly rates, shift differentials, minimum wage tip credits, non-discretionary bonuses, production bonuses, and commissions. These rules govern the scope of the FLSA and determine which employers and employees must abide by the FLSA guidelines.

Your job is classified as an Administrative position if your primary duty is non-manual work related to business operations, management policies, or administrative training. Your job must be salaried to fulfill the requirements, and you must spend no more then 20% of your time doing activities that do not fit in the categories described above (or 40% in a retail https://www.bookstime.com/ environment). You can either file a wage claim with the Division of Labor Standards Enforcement (the Labor Commissioner’s Office), or you can file a lawsuit in court against your employer to recover the lost wages. Additionally, if you no longer work for this employer, you can make a claim for the waiting time penalty pursuant to Labor Code Section 203.

You will earn your overtime pay rate for any time worked over 40 hours in a single workweek. This means your paycheck should include 40 hours of standard time plus an hour of overtime. Most employees employed in the District of Columbia are entitled to the District’s minimum wage. There are a few narrow exceptions to the minimum wage laws explained in more detail below. The tips received by a service employee become the property of the employee and may not be shared with the employer. Tips that are automatically included in the customer’s bill or that are charged to a credit card must be treated like tips given to the service employee.

$7.25 per hour with overtime pay required after 8 hours worked in a day or 40 hours in a week. Puerto Rico applies a variable minimum wage that differs between industries.

In other words, assuming you are employed under a policy that provides for a 35-hour workweek, the law does not require the employer to pay the overtime premium until after eight hours in a workday or 40 hours in a workweek. If you work more than 35 but fewer than 40 hours in a workweek, you will be entitled to be paid for the extra hours at your regular rate of pay unless you work over eight hours in a workday or 40 hours in a workweek. Overtime is required for time worked in excess of 40 hours in a week.

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Overtime is calculated based on the “workweek” which is a regularly occurring period of seven days. It could begin on any day or hour your employer chooses as long as it remains the same each week. The answer depends on the number of hours you worked during the workweek. If it’s more than 40 hours in the workweek, you should get overtime pay. Only governmental employers are exempt from the wage payment provisions. External salespeople are also exempted from CA overtime requirements, as are some types of computer-related workers.

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Department of Labor announced a final rule to withdraw the partial lists of establishments that lack or may have a “retail concept” under the Fair Labor Standards Act. For more information, please visit/agencies/whd/overtime/2020-7i. The Employer’s Legal HandbookWage laws, employee benefits, and everything… California employers must comply with both, since there are two sources of applicable law . Doctors in training used to work a maximum week of 58 hours until 2009. From 1 August 2009 their maximum working week fell to 48 hours. Misclassification also deprives the District of tax revenue from income, Social Security, Medicare and unemployment taxes, which provide funding for public services.