New York fair workers could lose overtime under proposed legislation
The New York state legislature is presently considering a law that would exempt fairs and their vendors from having to pay overtime to employees who work more than 40 hours per week, according to the Syracuse Post-Standard.
Carnival and fair workers are currently entitled to time-and-a-half pay, according to the New York Department of Labor, whereas Massachusetts, Pennsylvania, Vermont and New Jersey all have laws exempting carnival and fair workers from overtime.
According to Todd Vandervort, a lobbyist hired by the New York State Association of Agricultural Fairs, paying overtime is a heavy financial burden for small fairs, and the work is often so specialized that it is hard to assemble enough staff members for two different shifts. Although the days are long, fairs usually run for no longer than a week at a time.
Employees exempted from overtime by the Fair Labor Standards Act include taxi drivers, seamen on U.S. vessels, announcers and news editors of certain non‑metropolitan broadcasting stations, movie theater workers and domestic service workers who reside in their employers' residences.
Carnival and fair workers are currently entitled to time-and-a-half pay, according to the New York Department of Labor, whereas Massachusetts, Pennsylvania, Vermont and New Jersey all have laws exempting carnival and fair workers from overtime.
According to Todd Vandervort, a lobbyist hired by the New York State Association of Agricultural Fairs, paying overtime is a heavy financial burden for small fairs, and the work is often so specialized that it is hard to assemble enough staff members for two different shifts. Although the days are long, fairs usually run for no longer than a week at a time.
Employees exempted from overtime by the Fair Labor Standards Act include taxi drivers, seamen on U.S. vessels, announcers and news editors of certain non‑metropolitan broadcasting stations, movie theater workers and domestic service workers who reside in their employers' residences.
All data and information provided on this news blog is for informational purposes only. Infinisource makes no representations as to accuracy, completeness, suitability, or validity of any information on this site and will not be liable for any errors, omissions, or delays in this information or any losses, injuries, or damages arising from its display or use. All information is provided on an as-is basis. Information regarding employment suits and other legal action is not updated after publication, and may not be current.