According to mandatory overtime laws in Pennsylvania, employees are entitled to at least minimum wage and overtime pay of time and a half for any and all hours worked over 40 per week. While FLSA rules apply to Rhode Island overtime laws, certain businesses are also required to provide overtime pay for hours worked on Sunday and on certain specified holidays.
You can find out more about South Carolina mandatory overtime laws over at the South Carolina Department of Administration site. Learn more about South Dakota mandatory overtime by visiting the Dept. FLSA rules govern Tennessee overtime and wage laws. Visit Minimum-Wage. Federal wage and overtime laws also apply to Texas overtime laws and minimum wage. You can learn more about Texas mandatory overtime laws at the Texas Payroll and Personnel Resource site.
Federal laws apply to Utah overtime laws and minimum wage. You can find out more about Utah mandatory overtime laws when you visit the Utah Labor Commission site. Overtime in Vermont is applicable to employers with at least two employees. For more details about Vermont overtime laws, visit the Vermont Department of Labor site. Virginia overtime laws apply to employers with four or more employees but are otherwise adherent to FLSA rules.
For more information about Virginia overtime laws, visit Minimum-Wage. Typically, FLSA rules apply to Washington overtime laws, but minimum wage will vary depending on inflation. Overtime is applicable to employers with six or more employees working in a single organization. FLSA overtime rules apply to Wisconsin overtime laws when it comes to manufacturing, mechanical, beauty, retail, hotel, laundry, restaurant, express, phone, transportation, and shipping employees.
Learn more at the Department of Workforce Development site. FLSA overtime rules dictate Wyoming overtime laws. You can learn more about Wyoming mandatory overtime laws and wage at Minimum-Wage. Whether you're managing a workforce spread over many states or you're just looking for a compliance safety net for your business, EPAY's all-in-one HR solution offers flexible pay rules, customizable reporting, real time alerts, and built-in compliance safeguards to make human capital management and payroll as effortless as possible.
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Alaska Overtime Laws Manufacturing or commerce employers with more than four employees on staff can provide overtime pay. Arizona Overtime Laws Federal laws apply to Arizona mandatory overtime, along with cost-of-living adjustment. California Overtime Laws California mandatory overtime laws also require nonexempt employees to receive pay of time and a half if they exceed 40 hours in a workweek, but employees can also earn double time after working over 12 hours in a single day or working over 8 hours on the seventh day of the workweek.
Colorado Overtime Laws According to Colorado mandatory overtime laws, cost-of-living adjustment applies to minimum wage, which only applies to the food and beverage, retail, health, and service industries. Florida Overtime Laws Minimum wage is increased on an annual basis in Florida, based on adjustment for cost of living. Illinois Overtime Laws Mandatory overtime is available for employers if they have four or more employees.
Indiana Overtime Laws Indiana is yet another state that adheres to the FLSA, requiring employers to pay employees one and a half pay if they work over 40 hours a week.
Kansas Overtime Laws Employers covered by FLSA are exempt from state law, but overtime is typically required after employees work 46 hours in a workweek.
Louisiana Overtime Laws Federal overtime and wage rules apply to Louisiana overtime laws. You have successfully removed bookmark. Delete canceled. Please log in as a SHRM member before saving bookmarks. OK Proceed. Your session has expired. Please log in as a SHRM member. Cancel Sign In. Please purchase a SHRM membership before saving bookmarks.
OK Join. An error has occurred. But the requirements for implementing an alternative workweek schedule are very strict, and few employers comply with them. If you have questions about your alternative workweek schedule and whether you are owed overtime, you should talk to one of our experienced wage and hour lawyers for guidance.
In addition, nurses who work for the State of California or at State facilities cannot be required to work overtime, and cannot be retaliated against for refusing to work overtime. This means that you can validly refuse to work on the seventh consecutive day, if you want to. You also would need to be paid overtime for all of your seventh consecutive shift.
This may give you more leeway to refuse to work when conditions are unsafe—for instance, when you are being asked to stay on the job without being given sufficient time to sleep, in a way that endangers you or others.
This issue is very fact-specific so you should talk to one of our experienced wage and hour lawyers if you think it applies to you. Unfortunately, employers sometimes change an employee's schedule because they want to force the employee to quit. An example would be a single parent who negotiated a set schedule at the time of hire and worked productively for many months, until a new supervisor decided this schedule was a hassle and withdrew the agreed-upon accommodation.
Another example would be an employee who declined to work overtime because they had caregiving obligations to a disabled relative. These situations may give rise to claims for family responsibilities discrimination. If you are considering refusing to work, you should talk to an experienced wage and hour and retaliation lawyer to understand your rights and potential consequences.
Employers that offer modest amounts of overtime will both satisfy a majority of their employees and improve their competitive position in the local labor market. Although overtime can help employers and may be valued by some employees, there are limits to the amount of overtime that is beneficial. High overtime, especially when it continues for an extended time period, has several potential drawbacks:.
When overtime levels are constantly high, employees may become dependent on that additional income as a source of their regular pay. They might buy another car, a boat or a house and rely on overtime to make the payments.
Consistently high overtime levels also may attract a disproportionate share of new employees whose financial situation makes them completely dependent on overtime hours and pay. Research on the relationship between long hours of work and employee safety and quality is inconclusive.
Some researchers have found that long workweeks increase the risk of occupational injury and errors. Other researchers conclude that a person's underlying health, demographics e.
Despite these mixed conclusions, there is no question that long hours of work result in less sleep and poor quality sleep. According to the National Safety Council, 16 percent of workers surveyed reported at least one safety incident due to fatigue.
When employees work lots of overtime, they do not get sufficient time off to recover or catch up on their sleep. This, in turn, can lead to fatigue and reduced alertness. Managers cannot ignore the possibility of increased safety and quality incidents under these conditions.
Reduced sleep from prolonged high overtime levels will eventually adversely affect employee health and work attendance. Numerous research studies have found long work hours to be associated with variety of health problems, particularly among older workers. Long work hours also appear to be linked to changes in lifestyle behaviors such as smoking, coffee and alcohol consumption, unhealthy diet, and lack of exercise.
Ultimately, these unhealthy choices will be reflected in the organization's absence rates. A number of studies have attempted to define the relationship between hours of work and productivity. Many of these studies have found that when high levels of overtime begin, marginal productivity slows. In other words, the total output increases, but the hourly productivity is lower than it was during the first 40 hours.
After a few months of high overtime, however, total output may be little more than that attainable in a hour week. This is believed to be caused by a combination of fatigue, poor morale, increased absences, work pace inertia, and rework due to mistakes and defects.
The key point here is the duration of overtime. High levels of overtime may be tolerable in the short term, but they can become detrimental if they continue too long.
To avoid problems that can occur when high levels of overtime continue for extended periods, employers should regularly monitor overtime and absences. Employers also must understand the workload variations and take steps to improve the accuracy of demand forecasts. Periodically, HR professionals should review the organization's overtime distribution policies to make sure they are working properly.
See Practicing the Discipline of Workforce Planning. It is important to keep track of both overall averages and individual overtime hours. If the average overtime at a facility exceeds 10 hours a week, employers should determine whether it is expected to continue. If so, they should then evaluate the need to hire additional staff. In cases of very high overtime more than 20 hours a week , HR professionals may want to consider tactics to reduce the overtime burden, such as new shift schedules or temporary workers.
Another consideration is the consistency of overtime at the facility. Even with low to moderate amounts of overtime less than 10 hours a week , it is possible to create an overtime-dependent workforce with steady overtime. Ideally, overtime other than that built into the work schedule should drop to zero from time to time. Even when overtime levels are reasonable, there can be wide variations among individual employees. It is not uncommon to find that 20 percent of the workers are doing 80 percent of the overtime.
This is okay as long as the amounts are not excessive or long term. If a few people are working too much overtime, employers should consider changing the overtime distribution policies. Some companies put a ceiling on the number of hours employees can work in a week, month or year. Others have procedures that ensure a more even distribution of the overtime. As with overtime, it is best to track both overall averages and individual absences.
To obtain organization averages, HR must understand the reason for the absences. Are they a result of vacations, illness, disabilities, training, employee turnover or something else? Second, employer need to look at the weekly variations. Are they spread out, or do they exhibit cyclical patterns?
If there is a substantial increase in absences during the summer months because of vacations, an employer may want to consider implementing a policy that limits the number of employees who can take vacation at the same time.
Monitoring individual absences is also important. Employees do not appreciate co-workers who abuse the absence policies; they want the company to crack down on the few employees who are taking advantage of the system. See Tackling Excessive Absenteeism. Does the organization's workload fluctuate from week to week?
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