A unique survey shows that the preference for time over money and comp time is relatively more prevalent among exempt, long hours and women workers; thus, worker welfare is likely better served if comp time were incorporated into an individualized, employee-initiated right to request....
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...
Due to the nature of many non-exempt job positions, hourly pay often makes more sense than a fixed annual salary. That's why the FLSA sets out to ensure compensation standards for these positions, since occasionally the hours can fall short of — or exceed — the 40-hour work week. For...
hours in a work week can earn comp time in place of overtime pay. Comp time is most often used in the public sector by state and federal agencies to reimburse covered nonexempt or hourly employees for overtime under the FLSA. Employers are prohibited from giving comp time to exempt ...
“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-a-half”) for all hours worked ...
Working off the clockrefers to any work or duties performed by an employee that won’t be included in the employee’s weekly overtime hours and compensation. FLSA requires that hourly and non-exempt workers receive overtime pay at a rate of no less than time and a half of their reg...
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...
Avoid FLSA violations by setting fair wages, tracking employee time, monitoring overtime, correctly classifying employees as either exempt or nonexempt, and following child labor laws. Don’t violate FLSA regulations. Instead, simplify your payroll processing responsibilities with Patriot’s onlinepayroll...
Exempt Administrative job duties. The most elusive and imprecise of the definitions of exempt job duties is for exempt "administrative" job duties. The Regulatory definition provides that exempt administrative job duties are (a) office or nonmanual work, which is ...
Overtime pay standards under the FLSA require that non-exempt employees receive one and a half times their regular pay rate for any hours worked over 40 in a workweek. This regulation is designed to ensure employees are fairly compensated for long hours and to discourage excessive overtime. ...