Everyone has heard of overtime, but not everyone knows when it's owed to employees or even who can qualify for extra wages if their time and attendance exceeds 40 hours in a single workweek.

The Fair Labor Standards Act (FLSA) establishes that any covered employee is eligible for overtime pay as long as they do not qualify for an exemption. In the most general sense, that means they are not in an administrative, executive or professional position that pays a salary of at least $455 per week. Most hourly employees who perform manual labor are included.

It seems that Gary Zarz Fiberglass Pools, which operated Gary Pools & Patio in San Antonio, was not aware of this because the Department of Labor (DOL) found it was paying its installation staff members and sales personnel straight time (or standard wages) for their overtime employee attendance. Moreover, the company was not keeping accurate records of their time on the clock, the investigation revealed, which is also required under the FLSA.

"Employers subject to the FLSA must ensure that their employees are fully compensated for all work hours in compliance with federal minimum wage and overtime pay," said Cynthia Watson, regional administrator of the DOL's Wage and Hour Division.

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