Understanding Your Overtime Pay Rights

In today's job market, it is crucial for blue-collar workers to understand their rights to compensation, especially regarding overtime pay under the Fair Labor Standards Act (FLSA). Misconceptions about these rights can lead to significant financial losses. Many salaried employees mistakenly believe they are always exempt from overtime. However, the FLSA mandates overtime pay for salaried employees working over 40 hours a week unless specific exemptions apply.

Another common myth is that agreements to waive overtime pay are valid.

The truth is, such agreements are generally invalid under the FLSA. Employees cannot waive their right to overtime pay, which is a federally protected right. Additionally, there is a misunderstanding that overtime pay is only due after more than eight hours of work in a single day. Federally, overtime is calculated on a weekly basis, not daily. Workers are entitled to overtime pay for hours worked over 40 in a workweek, even if state laws or employer policies suggest otherwise.

Unauthorized overtime is another area of confusion.

Employees often believe that without prior approval, overtime hours will not be compensated. However, if the hours are worked, they must be paid. It is the employer's responsibility to manage work schedules and track hours accurately. Averaging work hours over two weeks to determine overtime eligibility is also a misconception. The FLSA requires that overtime be calculated on a weekly basis. Employers cannot avoid paying overtime by averaging hours over multiple weeks.

Understanding these rights ensures fair compensation for your hard work.

If you suspect any violations or have questions about your overtime pay, seeking advice from a knowledgeable labor law attorney can help secure the pay you deserve. At Martin & Bonnett PLLC, we are dedicated to protecting your rights and ensuring fair compensation. Contact us for more information or to discuss your claim.