The Houston Employment Law Blog - Find Houston Employment Lawyers


The Rules of Working Overtime

| No TrackBacks

The Fair Labor Standards Act (FLSA) establishes standards for a minimum wage and overtime pay in both the private and public sectors. The U.S Department of Labor reports that these labor standards affect more than 130 million workers across the nation, yet many people are still unaware of their rights when it comes to overtime pay.

While some employees are exempt from overtime requirements, the federal law requires that most employees to be paid at least one and one-half times the employee's regular rate of pay when paying for overtime. Overtime pay is mandatory when an employee works more than 40 hours in a given workweek. Contrary to popular belief, the law does not require employers to pay employees time and one-half pay on Saturdays, Sundays, or holidays.

FLSA also does not have any standards regarding double time pay. While some employers may choose to pay their workers at double their rate on certain days of the year or after an excessive number of hours are worked, there is no official rule under the state or federal law.

It's also important to note that certain white collar employees are exempt from overtime pay. FindLaw states that anybody who earns less than $23,660 per year is automatically entitled to overtime pay, but employees who earn more than that amount could be exempt if they're compensated on a salary. People who work in the field of management of if a person is a learned or creative professional might not necessarily be entitled to overtime pay. If you feel that your employer is violating the overtime laws that are required under FLSA, then you shouldn't hesitate to contact an experienced Texas employment lawyer to learn how you can file a claim.

Related Resources:

  • Employee Rights under the Fair Labor Standards Act (FindLaw Knowledgebase)
  • When Do I Have to Pay Overtime? (FindLaw)
  • Employment Lawyer Directory (FindLaw)

No TrackBacks

TrackBack URL: http://houstonemploymentlawsblog.com/cgi-bin/mt/mt-tb.cgi/10064