Valjackal posted... @pogo_rabid
The federal overtime provisions are contained in the Fair Labor Standards Act (FLSA). Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay.
The bolded portion is key. Most salaried employees (myself included) are considered exempt and are excluded from that.
To be exempt
- The employees salary exceeds $455 per workweek
- The employee performs duties that satisfy FLSA overtime exemptions
FLSA Exemptions
The Fair Labor Standards Act, or FLSA, outlines specific exemptions that may exclude certain workers from overtime pay regulations. Under section 13(a)(1) of the FLSA, individuals who are employed as bona fide executive, administrative, professional, or outside sales employees qualify for overtime exemptions. It is important to note that job titles alone do not satisfy this requirement; it depends on what duties are performed in the scope of employment. So if an employee works under the title of executive, but does not perform the duties outlined in detail by the FLSA, they are not exempt from overtime pay.
In addition to job duty requirements, there are salary basis requirements that must be met to qualify for the FLSA exemption. The FLSA states that exempt employees must be compensated on a salary basis of not less than $684 per week. Up to 10 percent of this salary basis can be met by bonuses and incentive payments (including commission), which may be paid on a yearly basis.
In any case, why should we be like this is good thing?