Overtime - an overview
Organizations that don't observe federal time and attendance regulations may face costly lawsuits. Companies can avoid litigation by ensuring they have a thorough grasp of overtime legislation.
According to the United States Department of Labor website, "Employees covered by the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of 40 in a workweek of at least one and one-half times their regular rates of pay."
Some positions, including managerial and administrative capacities, are exempt from these standards. However, a frequent point of contention involves erroneous exemptions, so it's important to make sure that the classification is warranted.
Work on weekends or holidays does not qualify for overtime payment unless overtime hours are worked. However, some companies choose to boost regular rates of pay as an incentive for employee attendance on unpopular days that are often understaffed.
A recent BNA survey found that this year, 45 percent of employers planned to compensate those who worked on Thanksgiving day with either time-and-a-half pay (26 percent) or double time (19 percent).
According to the United States Department of Labor website, "Employees covered by the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of 40 in a workweek of at least one and one-half times their regular rates of pay."
Some positions, including managerial and administrative capacities, are exempt from these standards. However, a frequent point of contention involves erroneous exemptions, so it's important to make sure that the classification is warranted.
Work on weekends or holidays does not qualify for overtime payment unless overtime hours are worked. However, some companies choose to boost regular rates of pay as an incentive for employee attendance on unpopular days that are often understaffed.
A recent BNA survey found that this year, 45 percent of employers planned to compensate those who worked on Thanksgiving day with either time-and-a-half pay (26 percent) or double time (19 percent).
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