If your job falls under any of the four categories described above, then you are not covered by federal or Texas unemployment regulations and your employer is not required to pay you an overtime premium. If your job falls under any of the four categories described above, then you are not covered by federal or California unemployment regulations and your employer is not required to pay you an overtime premium. If your job falls under any of the four categories described above, then you are not covered by federal or Federal unemployment regulations and your employer is not required to pay you an overtime premium. If a salary is paid on other than a weekly basis, the weekly pay must be determined in order to compute the regular rate and overtime pay. If the salary is for a half month, it must be multiplied by 24 and the product divided by 52 weeks to get the weekly equivalent.
Minimum wage exempt organizations
In addition, employers are balance sheet subject to a civil money penalty for each violation that causes the death or serious injury of any minor employee – such penalty may be doubled when the violations are determined to be willful or repeated. The Act covers enterprises with employees who engage in interstate commerce, produce goods for interstate commerce, or handle, sell, or work on goods or materials that have been moved in or produced for interstate commerce. For most firms, a threshold of $500,000 in annual dollar volume of business applies to be covered (i.e., the Act does not cover enterprises with less than this amount of business).
Tipped employees
- This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.
- Substantial civil money penalties are prescribed for violations of the monetary and child labor provisions of the law.
- Consider the potential impact on labor costs, employee morale, internal equity (how employees are paid when compared with other employees within your company based on skills and experience), and your typical merit increase schedule.
- Under Pennsylvania law, an employer must pay for travel time if an employee is required to report to the employer’s establishment to clock in, load up, etc.
- These laws include specific rules for different types of employees, such as exempt and non-exempt workers.
Some penalties imposed under state and local scheduling laws are similar to “show up” pay or “call-back” pay, and therefore may be excludable from the regular rate. See Fact Sheet #56B for additional information regarding state and local scheduling law penalties. Minimum-Wage.org maintains a database of state overtime cutoffs and laws for your reference. You can also see Federal overtime regulations, and learn more about overtime pay here. Where non-cash payments are made to employees in the form of goods or facilities, the reasonable cost to the employer or fair value of such goods or facilities must be included in the regular rate.
Exemptions
When Wage and Hour Division investigators encounter violations, they recommend changes in employment practices to bring Online Bookkeeping the employer into compliance, and they request the payment of any back wages due to employees. 1 The overtime premium rate is one and one-half times the employee’s regular rate, unless otherwise specified. Employers subject to the Fair Labor Standards Act must pay the current federal minimum wage of $7.25 per hour. Residential workers (“live-in workers”) receive premium pay for hours worked over 44 in a payroll week.
Some employees are exempt from overtime, such as executive, administrative, and professional employees, as well as supervisors who are employed solely to supervise. Your actual daily job duties and what your employment contract states determine if you are eligible for overtime. Most employees in Pennsylvania must be paid overtime compensation for any hours they work over 40 straight time hours per week. Overtime compensation is 1-1/2 times the employee’s straight time rate of pay.
For federal agencies
- Reasonable break time to pump is generally not compensable unless otherwise required by Federal, State, or local law.
- The federal minimum wage applies as a base law in all 50 states plus the District of Columbia.
- While there’s no obligation to provide a raise in such cases, some employees may be expecting one.
- The laws can change often, so it’s important to keep track of decisions made by government agencies such as the Department of Labor.
- This calculation is complex, and there’s no easy way to tell whether an employee is exempt from overtime pay.
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 environment). Click here for complete details on Pennsylvania’s new minimum wage requirements. The FLSA allows the Department of Labor (“Department”) or an employee to recover back wages and an equal amount in liquidated damages where minimum wage and overtime violations exist. A 3-year statute of limitations applies in cases involving willful violations.
The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime is worked on such days. The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, Minimum Wage and 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.
Covered, nonexempt workers are entitled to a minimum wage of $7.25 per hour effective July 24, 2009. Special provisions apply to workers in American Samoa and the Commonwealth of the Northern Mariana Islands. Nonexempt workers must be paid overtime pay at a rate of not less than one and one-half times their regular rates of pay after 40 hours of work in a workweek. Overtime laws in Nevada and nationally are designed to prevent workers from being exploited by their employers, with hourly wage earners (particularly those in blue-collar indistries) being the primarily protected group.