Overtime pay grants employees who work over their standard 40 hours in one week more money than they receive for their everyday work. In most situations, overtime hours are paid at a rate of 1.5-times a worker’s typical hourly wage. Although this seems simple and clearly-defined, many employers attempt to tweak the definition of overtime to serve their own purposes and avoid paying their employees for extra work that qualifies as overtime. It is crucial to know the facts about what can and cannot be classified as overtime so you know when you should be paid accordingly.
If I Work More than 8 Hours in a Day, do the Extra Hours Count as Overtime?
Overtime, as characterized by the Fair Labor Standards Act, is any time worked over 40 hours in a work week. Because the definition of a “work week” or “work day” differs greatly between jobs, the law allows for some variation on overtime policies. State laws or company policies may count time over 8 hours in a day, or any time beyond a normal schedule, as overtime.
If I am Required to Work at Night or on Weekends, Should I Receive Overtime Pay?
According to the Fair Labor Standards Act, nighttime or weekend hours are not necessarily overtime —unless that work extends beyond 40 hours for one work week. So, employers are not federally mandated to provide overtime wages for hours that are outside of a worker’s typical schedule. However, some businesses do provide extra pay for those hours as part of their company policies.
The team of attorneys at Donati Law, PLLC are dedicated to preserving employee rights. We provide you with the knowledge you need to identify cases of employment law violations, and provide strong representation when your rights are violated.
If you believe you have a case of an employee rights violation, contact us to schedule a free consultation. You can reach us through our contact form or call (901) 209-5500 to speak to our lawyers.