For example, a collective bargaining agreement could set regular work hours as 1,040 hours of work during a 26-week period and exempt employers from paying overtime wages unless employees work more than 1,040 hours. However, these agreements often also include provisions for the maximum number...
The model contrasts allowing compensatory time for overtime pay for private nonexempt employees to "rights to request" reduced hours. Hours demanded are likely to rise for workers who request comp time, undermining the intention of family-friendliness and alleviating overemployment, unless accompanied ...
Blue-collar, non-exempt workers perform skill-based work and trades, but they do not qualify as exempt because their occupation doesn't meet the standards of job duties that carry exempt status. Pay differences for exempt and non-exempt workers Per the FLSA, exempt employees are typically salar...
Nothing will change if you have nonexempt employees. You will still pay your nonexempt employees their regular wages and overtime pay for any overtime hours they work. However, you may need to take action if you have exempt employees. And if you need to reclassify currently exempt employees...
First, the law would prevent companies from making non-exempt employees sign non-compete agreements. In essence, if an employee does not qualify for one of theexemptions under the FLSA(i.e., if the employee is classified as “non-exempt” and is currently getting paid overtime), then the...
"Comp" time refers to granting non-exempt employees time-off in lieu of paying them overtime for working more than forty hours in a workweek. While many employers see comp time as a way of reducing labor costs, employees prefer ... CS Miller,RM Juarez - 《Labor Law Journal》 被引量:...
FLSA requires that hourly and non-exempt workers receive overtime pay at a rate of no less than time and a half of their regular pay rate after 40 hours of work in a workweek. This means that failing to compensate your non-exempt or hourly employees who work more than 40 hours in a ...
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The FLSA and IMWL each contain overtime provisions which mandate that non-exempt hourly employees must be paid time and a half for all hours worked in excess of forty hours in one work week. An employee cannot waive his or her right to overtime compensation, and must be compensated for ...
The FLSA specifies when workers are “on the clock” and when times are not paid hours. There are also detailed rules concerning whether employees areexemptfrom the FLSA overtime regulations. The law requires that overtime be paid at one-and-a-half times the regular hourly rate (“time-and...