Many workers believe that salaried employees cannot receive overtime. However, this is a common misconception throughout the working world. The fact that an employee is paid on a salary basis has no bearing on whether they are entitled to overtime pay. Eligibility for overtime pay depends on whether the worker falls into the “exempt” or “non-exempt” category.
An overtime lawyer can help determine which category you fall under. However, employees who are generally ineligible for overtime pay fall under the professional, administrative, executive or outside sales exemptions. It is important to remember that overtime eligibility is based on job duties, not job titles.
To calculate your overtime pay rate, simply multiply your regular hourly wage by 1.5 This amount totals the rate you should receive for every hour worked over 40 in a single workweek. When calculating overtime pay, employees should also include bonuses and commissions.
As of July 24, 2009, the federal minimum wage rests at $7.25 per hour. Many states have also enacted their own minimum wage laws. In these cases, employees should receive the higher minimum wage. If you are making less than minimum wage, your employer may be in violation of the Fair Labor Standards Act.
Yes. Employees aged 20 and under may be paid $4.25 per hour during their initial 90 days of employment. After this time period, they must be paid at least $5.85 per hour.
Tipped employees must be paid at least $2.13 per hour as long as they make at least $30 per month in tips; they retain all tips; and their direct wage and tips equal at least $7.25.
Many employers try to average or combine workweeks to avoid paying overtime. However, combining workweeks is prohibited under overtime law. If you are a non-exempt employee, you should be paid time-and-a-half for the 10 hours you worked over 40 in the first week.
Many workers believe that salaried employees cannot receive overtime. However, this is a common misconception throughout the working world. The fact that an employee is paid on a salary basis has no bearing on whether they are entitled to overtime pay. Eligibility for overtime pay depends on whether the worker falls into the "exempt" or "non-exempt" category.
Yes. Employers cannot fire or retaliate against an employee who files an overtime lawsuit or otherwise exercises their rights under the Fair Labor Standards Act. Examples of employer retaliation include demotion, refusal to offer a scheduled raise, assigning the worker to less desired shifts, firing a relative of the employee etc.
Many employers misclassify their workers into exempt categories to avoid paying overtime. However, job duties, not job titles, determine overtime eligibility. If your job duties do not fall into an overtime exemption, you should be eligible for overtime pay.
Filing an overtime lawsuit is an effective way of recovering back wages. If you were not paid for hours worked over 40, fill out our free case evaluation form today to speak with an overtime lawyer.