Employers are required to pay overtime to anyone who works more than 40 hours in a week. But what about companies who offer comp time instead? Unless you work for a government agency, comp time arrangements are illegal and violate your right to overtime pay under federal law.
Can companies pay overtime based on pay periods, rather than workweeks? Under the federal FLSA, the answer is no – and stiff penalties may apply. click to learn more.
Employees may hesitate to complain about unpaid overtime or wages for fear of retaliation. The FLSA retaliation provision provides strong protections to employees who raise complaints about their wages. Click to learn more.
Many immigrants are underpaid minimum wages or denied overtime pay. The FLSA provides a remedy – and the plaintiff’s immigration status is not relevant.
Employers are required to take commissions into account when calculating overtime pay. Many fail to follow these rules and underpay their workers. Click to learn more about commissions under the FLSA.
Salaried administrative employees are exempt from overtime pay. But what is an “administrative” worker? Click to learn more.
Many managerial employees are exempt from overtime pay. But merely calling someone a manager isn’t enough. Click to learn more about the executive exemption.
Conventional wisdom says that salaried employees are ineligible for overtime. However, this is an oversimplification, and many salaried employees are in fact legally entitled to overtime pay. Click here to learn more.
An honest day’s work for an honest day’s pay. Click to learn about wage and hour law.