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An employer is not required to pay exempt employees for working over 40 hours per week. Exempt employees are salaried, not hourly workers, and generally perform executive or administrative duties. Under the law, employers can compensate exempt employees under certain circumstances without losing the exemption. Employers can set the "normal work week" for an exempt employee, however, at something in excess of 40 hours per week if they so desire.
Compensatory time, or comp time as it is often called, is often offered to an employee who does not usually receive overtime pay for hours worked over 40 in a one-week time period. Comp time is not allowed to be given as a ploy to avoid incurring overtime costs, but there are situations when compensatory time is preferred by both the employee and the employer, and allowed by law. The Fair Labor Standards Act that is enforced by the Department of Labor determines the rules for comp time and when it is appropriate to compensate the employee with time off…
Many states set their own labor laws for exempt workers. However, Louisiana follows the U.S. Department of Labor's requirements for exempt employees. Notably, exempt employees are those not eligible for overtime pay. The Department of Labor's Fair Labor Standards Act sets the provisions that determine a Louisiana employee's exempt status.
An exempt labor law in California is applicable to employees who are exempt from specific wage and hour criteria, such as overtime pay. Exempt employees tend to reach this status if they have a salaried position, typically of an administrative nature. The California Department of Industrial Relations mandates that exempt employees are excluded from certain labor laws that apply to employees paid on an hourly basis.
Labor laws in Colorado protect workers in the state by ensuring that they receive fair payment for their work, adequate breaks from work, reasonable working conditions and overtime wages, though some types of work are exempt from the laws. The state also has special employment laws to protect underage workers.
According to the Department of Labor (DOL) Fair Labor Standards Act (FLSA), employees are classified as either non-exempt or exempt. An employee who is classified as exempt is not covered by federal minimum wage, or by regulations pertaining to overtime pay. The FLSA also sets minimum salaries for exempt employees.
In Michigan, all employees must be paid a minimum wage of $7.40 per hour. Employers must also pay employees overtime that is equivalent to one-and-a-half times 'the employees regular pay rate for any hours worked past 40 hours in any seven-day period. However, certain salaried employees are exempt from this overtime provision. Employment law in Michigan is administered by the Department of Energy, Labor and Economic Growth.
The Fair Labor Standards Act (FLSA), sometimes referred to as "fair labor law," is a federal statute that sets minimum wage for American workers. In some cases, agricultural employers may be exempt from some aspects of the FLSA when paying employees for work of an agricultural nature.
By law, hourly employees must be paid overtime if they work more than 40 hours in a single work week. If an employee exceeds that, he must be compensated at time and a half of his usual hourly pay rate. But not all employees are entitled to overtime pay even if they work more than 40 hours. Knowing if you are exempt from the overtime law can resolve many disputes with an employer.
Federal antitrust law has evolved to accommodate two public policy aims: a robust struggle for customers between similar enterprises (market competition) conditioned on a stable workforce within those enterprises (labor peace).
