Pressure to meet deadlines can lead to overtime pay
Employers want their workers to meet deadlines and in most cases, don't mind if it takes staff members few extra minutes or even another hour to complete the tasks they've been assigned. However, they might think twice about letting employees stay late if it meant paying them time-and-a-half for all of the extra time and attendance they put in outside of their regular schedules.
That's because the Fair Labor Standards Act (FLSA) requires businesses to pay their employees overtime rates if they work more than 40 hours in a single workweek unless they qualify for an exemption. Some administrative, executive, professional and outsides sales positions are not guaranteed extra pay for putting in longer workweeks if their pay and primary duties meet specific criteria.
To avoid paying employees a lot more for getting that project done by the end of the day, supervisors should confirm that employees actually qualify for exemptions.
If they do not meet all of the requirements outlined in the FLSA, employers may want to add new provisions into their employee handbooks that restrict non-exempt workers from stay late to complete tasks unless the extra employee attendance has been authorized.
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