{"id":4697,"date":"2021-01-04T12:27:57","date_gmt":"2021-01-04T17:27:57","guid":{"rendered":"https:\/\/www.lindabury.com\/firm\/?p=4697"},"modified":"2024-03-21T09:42:26","modified_gmt":"2024-03-21T13:42:26","slug":"wage-and-hour-law-determining-who-gets-overtime","status":"publish","type":"post","link":"https:\/\/www.lindabury.com\/firm\/insights\/wage-and-hour-law-determining-who-gets-overtime.html","title":{"rendered":"Wage and Hour Law: Determining Who Gets Overtime"},"content":{"rendered":"<p>Federal and State law require nonexempt employees to be paid time and one half their regular hourly wage for hours worked in excess of 40 hours in any given workweek.\u00a0 Overtime is calculated based on an employee&#8217;s regular hourly wage.<a href=\"#_ftn1\" name=\"_ftnref1\">[1]<\/a> Assuming there is no contract or other obligation imposed by Federal or State law, there is no requirement that a nonexempt employee be paid premium overtime compensation for hours worked in excess of eight hours per day, nor for work on Saturdays, Sundays, or holidays, other than the requirement of overtime for over 40 hours per week.<\/p>\n<p><strong>Who Qualifies as a Nonexempt Employee Eligible for Overtime Pay?<\/strong><\/p>\n<p>Not all employees qualify for overtime pay.\u00a0 Generally, individuals employed in bona fide executive, administrative, or professional capacities are exempt from Federal and State overtime requirements under the so-called \u201cwhite collar\u201d exemptions.\u00a0 Qualification for exemption is not determined solely by an employee&#8217;s title, job description or the fact that the employee is paid on a salary as opposed to hourly basis.\u00a0 Rather, to qualify for this exemption, the employer must show that the employee satisfies both a \u201csalary basis\u201d test and a \u201cduties\u201d test.\u00a0 Because the burden is on the employer to demonstrate that the exemption applies, it is critical that employers conduct a thoughtful and careful analysis when classifying an employee as exempt.<\/p>\n<div class=\"read_more_link\"><a href=\"https:\/\/www.lindabury.com\/firm\/insights\/wage-and-hour-law-determining-who-gets-overtime.html\"  title=\"Continue Reading Wage and Hour Law: Determining Who Gets Overtime\" class=\"more-link\">Continue Reading \u203a<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Federal and State law require nonexempt employees to be paid time and one half their regular hourly wage for hours worked in excess of 40 hours in any given workweek.\u00a0 Overtime is calculated based on an employee&#8217;s regular hourly wage.[1] Assuming there is no contract or other obligation imposed by Federal or State law, there [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,247],"tags":[],"coauthors":[139],"class_list":["post-4697","post","type-post","status-publish","format-standard","hentry","category-insights","category-labor-employment-insights"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Wage and Hour Law: Determining Who Gets Overtime &#8212; January 4, 2021 &#8212; Lindabury, McCormick, Estabrook &amp; Cooper, P.C. 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