The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than $7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek.
This special report is designed to provide you with an examination of the Fair Labor Standards Act (FLSA) overtime regulations, valuable tips for bringing your workplace into compliance in an affordable manner, and an overall review of who and what the FLSA covers.
Now is the time for employers to plan for a new threshold for overtime eligibility. Fortunately, BLR has got you covered! Our special report, FLSA Overtime, Classifying Exempt and Nonexempt Employees, details everything you need to stay informed and ensure compliance with final FLSA overtime changes. Order your copy or download this report today!
Subsection (a) of California Labor Code section 515 describes the authority of the California Industrial Welfare Commission to establish employee exemptions from overtime payments under California wage and hour laws.
It depends on whether they are classified as exempt. If they are salaried but not exempt, they are still entitled to overtime. Whether or not a person is exempt depends on what kind of work they do. The information provided by the U.S. Department of Labor explains this in more detail.
The Fair Labor Standards Act (FLSA) requires virtually all employers to pay most employees at least the federal minimum wage for each hour worked, as well as overtime pay for all hours worked in excess of 40 in a workweek. The FLSA allows for exemptions from these overtime and minimum wage requirements for certain employees who work in administrative, professional, executive, highly compensated, outside sales, and computer professional jobs. These employees are known as "exempt" employees. To be considered "exempt," these employees must generally satisfy three tests:
Some states have their own salary requirements that exceed the new federal rule. Some other states may decide to increase their salary thresholds based on the new federal rule. Review both federal and state law to determine whether an employee may be classified as exempt from overtime. If an employee is covered by both the federal and state law but doesn't meet both sets of tests, consult with counsel to determine how you should classify the employee in that particular situation.
Motifs: Propane Nightmares, Rocket Jump Waltz, TF2 Main ThemeNaming reason: Soldier domination quote, "You're a disgrace to the uniform!"Based off Xeno's WIP: -into-overtimeYes, I know I said no Megalo for a while, but goddamn they're fun to make. I'm fully aware that Overtime isn't that good of a fangame as well, but man, TF2 has some great music and jokes that incorporate songs with them.
In general, overtime is defined by any time an employee works beyond a standard 40-hour work week. According to the Fair Labor and Standards Act (FLSA), employees working over 40 hours should be paid at 1.5 times their regular wage.
Therefore, $16 per hour is the blended rate. The premium pay for overtime is then half of $16, $8, multiplied by the 10 overtime hours for a total of $80. Total compensation would be $880 for this week. Using the blended rate, the overtime rate may change as the total hours worked in a week change. For instance, if the employee worked 5 hours supervising, 25 hours washing floors, and 20 hours emptying trash, the blended rate per hour would be $13.50.
For employers who must consistently use blended overtime to adequately calculate overtime, a blended overtime calculator may be the best solution to ensure overtime pay compliance. A blended overtime rate calculator takes into account the weighted overtime rate and uses a multiplier coefficient of 0.5 to calculate the blended overtime pay rate.
Overtime pay, as described by the FLSA is awarded to non-exempt employees who qualify for overtime pay. Overtime pay for non-exempt employees is calculated at one-and-a-half times their hourly rate, for every work hour beyond the standard 40-hour week.
In most cases, this calculation will be fairly simple. Any amount of hours worked beyond 40 hours during week is then taken and multiplied by 1.5. However, this simple overtime calculation does not work if the employee performs different jobs that pay different rates. A construction employee, for example, may get different pay rates for operating different machinery or working on different projects. While they are still paid hourly, the pay changes based on the job performed. 2b1af7f3a8