Amusement park and fair workers not owed overtime
Many seasonal employees who work at amusement parks and fairs are not guaranteed the same rights to overtime pay for employee attendance. This exclusion applies to workers at the San Diego County Fair, according to a recent article in The San Diego Union-Tribune.
This is a surprising practice in California, a state known for its stringent labor laws that supercede those required by the Fair Labor Standards Act (FLSA). For instance, employees are usually paid time-and-a-half wages if they work longer than eight hours a day or more than 40 hours in a week, whereas the national standard requires premium compensation for weekly overages. Additionally, tipped employees in California must receive minimum wage - $8 per hour - on top of gratuity.
However, temporary employees at seasonal establishments like fairgrounds and other recreational facilities can work more than eight hours a day for standard pay rates. According to the FLSA, establishments that operate for less than seven months a year and meet certain revenue standards can consider employees exempt from minimum wage and overtime standards.
In these environments, it's even more important for employers to track time attendance so they can demonstrate their compliance.
This is a surprising practice in California, a state known for its stringent labor laws that supercede those required by the Fair Labor Standards Act (FLSA). For instance, employees are usually paid time-and-a-half wages if they work longer than eight hours a day or more than 40 hours in a week, whereas the national standard requires premium compensation for weekly overages. Additionally, tipped employees in California must receive minimum wage - $8 per hour - on top of gratuity.
However, temporary employees at seasonal establishments like fairgrounds and other recreational facilities can work more than eight hours a day for standard pay rates. According to the FLSA, establishments that operate for less than seven months a year and meet certain revenue standards can consider employees exempt from minimum wage and overtime standards.
In these environments, it's even more important for employers to track time attendance so they can demonstrate their compliance.
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