Overtime Laws: Exempt and Non-Exempt Employees

California Labor Laws For Salaried Employees - Overtime Laws: Exempt and Non-Exempt Employees

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One of the basal beliefs in the United States is that workers deserve to be fairly compensated for their labor. Employees here have a estimate of proprietary that, in less advanced countries, workers could only dream of having. That's why it is so leading to understand your proprietary and the protections you are granted. If you are unaware of your proprietary as an employee, it is easy for unscrupulous employers to take benefit of you and your freedoms.

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California Labor Laws For Salaried Employees

Overtime laws were instituted starting in the 1930s as a way of protecting citizen from capricious and greedy companies. Today, we live in a world that many believe has benefitted enormously from these employment laws and regulations. Understanding how these laws pertain to you is of paramount importance.

Understanding Overtime Laws

In the United States, there are laws protecting workers from being forced to work more than 40 hours a week. The Fair Labor Standards Act (Flsa) features a estimate of rules which regulate who gets paid and when.

Generally speaking, any hours worked beyond 40 per week are paid 1.5 times the standard rate. For example, an worker who normally makes per hour should be paid per hour for each hour worked above 40 per week.

Some citizen are determined exempt from further pay. The Flsa makes exemptions for citizen whose job descriptions involve responsibilities which can be described as one of the following:

• Executive

• Managerial

• Professional

These descriptions can be vague, and often companies take benefit of this to get citizen to work more hours than they have to. Often workers are given phony job titles and descriptions in order to get more work out of them than their bosses have a right to expect.

To learn more about how a class-action suit can help you fight for your rights, please visit the website of the class-action attorneys of Feazell & Tighe, Llp.

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