Labor laws set the number of hours for full-time work and require overtime pay for additional hours. Overtime pay is usually 1.5 times the normal hourly rate. Employers cannot defer or determine overtime pay, and violating the law can result in penalties. Some workers are ineligible for overtime pay.
Labor laws commonly determine the number of hours per week considered full-time work. When a person works longer hours than this, he may be entitled to wages known as overtime pay. These wages are usually higher than what an employee would receive for their normal hours worked. Payment of overtime wages is normally required by law for some categories of employees, but there are others that may be excluded from the obligation.
It is common to find that laws require employees to be considered full-time if they work a specific number of hours on a regular basis. For working those hours, employees are usually paid a certain rate. If they work longer hours, employee law generally requires that they receive overtime pay. The reason these wages are ranked in their own category is because the rate generally increases for this extra work.
For example, Stacy may live in a place where an employee is considered full-time if she works 35 hours a week. Stacy can normally work full time as a paralegal for $15 US Dollars (USD) per hour. There may come a time when Stacy is assisting in several difficult cases that require her to work 50 hours for a few weeks. The additional 15 hours should be subject to overtime pay.
In many cases, overtime pay is also called time and a half. This is because overtime rates are often one and a half times a person’s normal hourly rate. Applying this to Stacy’s case, she would be paid $15 an hour for 35 hours of work and $22.50 an hour for the remaining 15 hours.
Employers usually do not have the ability to decide whether to defer overtime pay. They also lack the authority to determine how much money employees should be paid for additional work. The Employee Act usually requires certain employees to be paid for overtime, and the Act also outlines the method of calculating rates. When an employee looks at their pay stub, you should find regular pay and overtime pay detailed separately.
While employment laws may vary from one jurisdiction to another, there are typically some people who are ineligible for overtime pay due to the nature of their work. Common examples include farm workers, fishermen and flight attendants. If an employer violates the law and does not provide overtime pay to an eligible employee, he could be subject to a stiff penalty.
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