However, some employees work in jobs where the overtime threshold is more than 44 hours in a work week or where the right to overtime pay does not apply. Article 25, Section 2 of our contract states clearly that people on 4-10 schedules are not eligible for overtime until they’ve worked 10 hours in a day. The Delaware Department of Labor manages wage and hour issues for Delaware. The Ohio Department of Commerce, Division of Industrial Compliance manages wage and hour issues for Ohio. The employee is then due additional overtime computed by multiplying the 5 overtime hours by one-half the regular rate of pay ($4.50 x 5 = $22.50). The premium overtime pay requirement on daily or weekly basis is not applicable to employers of fewer than 4 employees. Unlike other states where the provision for overtime starts after 40 hours of work in the workweek, California overtime starts after eight hours worked in a day. Hawaii employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. The overtime rate under North Carolina law is 1.5 times an employee’s regular pay rate. The DC Department of Employment Services manages wage and hour issues for the District of Columbia. New Jersey's applies all the federal exemptions from overtime pay. Generally, Minnesota employers must pay overtime to nonexempt employees for all hours worked over 48 hours per week. The New Mexico Department of Workforce Solutions manages wage and hour issues for New Mexico. Section 9 of the BCEA provides for ordinary hours of work and states that an employer may not require or permit an employee to work more than: (a) 45 hours in any week; and Alabama employers must pay overtime to nonexempt employees for all hours worked over 8 hours per day or 40 hours per week. The Kentucky Labor Cabinet manages wage and hour issues for Kentucky. The State law excludes from coverage any employment that is subject to the Federal Fair Labor Standards Act. It would certainly be unfair if they did receive overtime after 8 hours. Federal and state laws require most employers to pay overtime. New Jersey law requires nonexempt employees to be paid 1.5 times their regular pay rate for hours worked over 40 in a workweek. District of Columbia employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. Under a voluntary flexible work hour plan approved by the Alaska Department of Labor, a 10 hour day, 40 hour workweek may be instituted with premium If an employer does not define a workweek, then it defaults to the calendar week – Sunday through Saturday. North Carolina employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. NO. More than half of an employee’s regular pay is earned through commissions. The overtime rate under Oregon law is at least 1.5 times an employee’s regular pay rate. The overtime rate under Arkansas law is 1.5 times an employee’s regular pay rate. 8 40: Under a voluntary flexible work hour plan a 10 hour day, 40 hour workweek may be … The Michigan Department of Licensing and Regulatory Affairs manages wage and hour issues for Michigan. Not all employees qualify for overtime pay. In return, to keep our Calculator updated, share your Pay and Job Info and fill out our anonymous Salary Survey. Time and one-half premium pay for work on Sundays and holidays in retail and certain other businesses is required. https://www.shrm.org/.../pages/state-overtime-pay-rules-differ-from-federal-law.aspx Exempt employees are not eligible for overtime under the FLSA. Applicable to employers of 4 or more employees. To find out when overtime applies in your industry see When overtime applies. Some exceptions apply under special circumstances to police and firefighters and to employees of hospitals and nursing homes. The Maryland Department of Labor, Licensing & Regulation manages wage and hour issues for Maryland. https://employment.findlaw.com/wages-and-benefits/state-minimum-wage-laws.html It is calculated at one and one-half times your regular rate of pay, or $14.40 for minimum wage. A: Typically, no. Certain employees may be exempt from these overtime requirements under a voluntary flexible work plan. Overtime Pay May Not Be Waived: The overtime requirement may not be waived by agreement between the employer and employees. The Utah Labor Commission manages wage and hour issues for Utah. No Tennessee law imposes rules on hours worked or overtime; therefore, the FLSA governs overtime requirements. The Vermont Department of Labor manages wage and hour issues for Vermont. However, your average pay for the total hours you work must not fall below the National Minimum Wage . The Louisiana Office of Workforce Development manages wage and hour issues for Louisiana. However, agricultural employees, who are also exempt from FLSA overtime payment, may not be entitled to overtime payment until they have worked 60 hours in a week. Hours in excess of either 8 or 9 per day, depending on the days worked in a week, are overtime hours and should be compensated accordingly. The overtime rate under Nevada law is 1.5 times an employee’s regular pay rate. The North Carolina Department of Labor manages wage and hour issues for North Carolina. The Idaho Department of Labor manages wage and hour issues for Idaho. Paywizard.org is connected to the WageIndicator Network. Overtime is when an employee works extra time. In addition to FLSA overtime requirements, some states impose more restrictive overtime obligations on employers. California’s overtime rules apply to California residents as well as out-of-state nonexempt employees temporarily working in California. The overtime rate under North Dakota law is 1.5 times an employee’s regular pay rate. The Maine Department of Labor manages wage and hour issues for Maine. However, this requirement does not apply to amusement, seasonal, or recreational establishment employers that either operate for seven months or less, or generate the bulk of their revenue in less than seven months of the year. No Georgia law imposes rules on hours worked or overtime; therefore, the FLSA governs overtime requirements. Notes: The overtime premium rate is one and one-half times the employee's regular rate, unless otherwise specified. No Arizona law imposes rules on hours worked or overtime law; therefore, the FLSA governs overtime requirements. Nevada employers must pay overtime to employees who earn less than 1.5 times the state minimum wage work more than 40 hours per week, or more than 8 hours in a day. The overtime premium rate is one and one-half times the employee's regular rate, unless otherwise specified. Notes: Voluntary flexible work hour plan of 10-hour day, 40-hour week, with premium pay after 10 hours is permitted. The New York State Department of Labor manages wage and hour issues for New York. Nevada: Overtime is required after 40 hours in a work week and after 8 hours in a workday. However, Washington employees can request that their overtime be granted in compensatory time off instead of overtime pay. Alaska, Arkansas, Connecticut, Hawaii, Illinois, Indiana, Maine, Maryland, Massachusetts, Michigan, Missouri, Montana, Nebraska, New Jersey, New Mexico, New York, North Carolina, North Dakota, Ohio, Oregon, Pennsylvania, Vermont, Washington, and Wisconsin. Under the FLSA overtime rules, you are required to pay your nonexempt employees a rate of 1.5 times the employee’s regular rate of pay for all hours worked beyond 40 in a workweek. The overtime rate under Illinois law is 1.5 times an employee’s regular pay rate. This article currently has 9 ratings with an average of 1.9 stars, https://quickbooks.intuit.com/r/payroll/overtime-pay-laws-state-by-state-guide/. The … Other states with additional overtime laws include: Colorado, where overtime pay is required after working over 12 hours in a day. The overtime rate under Kentucky law is 1.5 times an employee’s regular pay rate. Weekly overtime after 40 hours in a week. Applicable to employers of 4 or more employees, excluding family members. Rhode Island employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. The overtime rate under Washington law is 1.5 times an employee’s regular pay rate. The Nebraska Department of Labor manages wage and hour issues for Nebraska. The Wisconsin Department of Workforce Development manages wage and hour issues for Wisconsin. Regardless, overtime rules were not in question, and employers are only required to pay nonexempt employees overtime according to FLSA regulations. Employer must pay 1 1/2 times an employees regular wage rate whenever an employee who is paid less than 1 1/2 times the applicable minimum wage rate works more than 40 hours in any workweek or more than 8 hours in any workday, unless otherwise exempted. Arkansas overtime laws are substantially similar to FLSA provisions. Generally, Maryland employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. Kansas employers must pay overtime to nonexempt employees for all hours worked over 46 hours per week. Washington employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. Premium pay not applicable to employees who request compensating time off in lieu of premium pay. Indiana employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. California, where double overtime pay is required after working over 12 hours in a day. Yes, a company may have to pay overtime to a truck driver if they have worked more than 40 hours in a work week, however there are certain exemptions. Employees in bowling establishments and certain mental institutions are not entitled to overtime payment until they have worked 48 hours in a week. Federal pay policy states overtime is due when an employee works eight or more hours of approved overtime per day. Also, state laws provide minor additions to this requirement: 1. Overtime pay provided under Title 5, United States Code (5 U.S.C. However, certain amusement or recreational establishment employees are not entitled to overtime pay until the employee works more than 52 hours in a workweek. Check your salary: compare your earnings against what other people get for the same job in the same state with our free, independent Salary Calculator. Then, one day goes long or a project requires additional weekend work. It can include work done: beyond their ordinary hours of work; outside the agreed number of hours; outside the spread of ordinary hours. No Louisiana law imposes rules on hours worked or overtime; therefore, the FLSA governs overtime requirements. Most of the changes never took effect because of court challenges, and alternative plans by the Trump administration. The overtime rate under Kansas law is 1.5 times an employee’s regular pay rate. The Virginia Department of Labor and Industry manages wage and hour issues for Virginia. Five eight-hour days add up to a 40-hour week, with no overtime. The overtime rate under Hawaii law is 1.5 times an employee’s regular pay rate. The New Jersey Department of Labor and Workforce Development manages wage and hour issues for New Jersey. The overtime rate under Connecticut law is at least 1.5 times an employee’s regular pay rate. New Jersey employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. West Virginia employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. No Mississippi law imposes rules on hours worked or overtime; therefore, the FLSA governs overtime requirements. Federal and state overtime laws only require payment of overtime when an employee works more than 40 hours in a work week. The Illinois Department of Labor manages wage and hour issues for Illinois. ), is pay for hours of work officially ordered or approved in excess of 8 hours in a day or 40 hours in an administrative workweek. The Alabama Department of Labor manages wage and hour issues for Alabama. Generally, North Dakota employers must pay overtime to nonexempt employees for all hours worked over 40 hours per week. No Wyoming law imposes rules on hours worked or overtime; therefore, the FLSA governs overtime requirements. Some collective bargaining agreements and/or contracts will, however, state that the employee must be paid one and one half times his/her regular rate of pay when working more than 8 hours in a day. However, such workers may not work more than 6 days in one week, or 10 hours in one day. The Kansas Department of Labor manages wage and hour issues for Kansas. The California Department of Labor Standards Enforcement site provides additional guidance on California wage and hour laws. No overtime provisions.