The Complete List of Overtime Laws by State + Minimum Wage Changes
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Learn more by reading fact sheets that cover a variety of overtime topics.
Overtime Pay Laws By State must make a good faith estimate of the employee’s schedule and provide to the employee their regular and first work schedules on or before their first day of work. Employers must not add shifts to an employee with less than 72 hours’ notice without the employee’s consent. Employers must not request “on-call” shifts or “call-in” shifts from employees within 72 hours’ of the start of the shift. Employers must give 72 hours’ advance notice of an employee’s work schedule.
Overtime Rates in Wisconsin (WI)
Employees who receive both predictability pay and overtime hours in the same week and believe they are not being compensated accurately should contact their city hall. Questions can be directed to their city’s wage division, labor standards division, or even the city manager’s office. Most employees, including some salary employees, are nonexempt, meaning they must receive overtime pay for their overtime hours. Paul tells his team if they reach 400,000 Instagram followers, the whole team will receive $100 bonuses on their next paycheck. When Paul’s team hits their goal, each person receives that $100 bonus, but because the bonus was non-discretionary or promised, their regular rate of pay also goes up. Everyone sees a boost, not only from the bonus but also in their regular paycheck, which shows higher wages for overtime and normal working hours.
- Georgia currently has no overtime law requiring private employers to pay more than the federal overtime rate equal to 1 ½ times an employee’s regular rate of pay for hours worked in excess of 40 per workweek.
- TheMontana Department of Labor and Industrywebsite may have additional specific information on wage laws in the state.
- Overtime laws are the same as federal regarding the number of hours worked.
- Unpaid overtime wages can be recovered for a period going back 6 years from the date a claim is filed.
- However, many employees work unusual shifts and go above and beyond this standard, putting in more than the average 40 hours.
- The employer does not have to take into consideration how the work schedule will affect an employee’s personal life.
Employees of wholesale petroleum distributors may be paid one and one-half times the statutory minimum rate for part of their overtime work. There are also partial exemptions for certain types of employees if certain criteria are met. Wolters Kluwer is a global provider of professional information, software solutions, and services for clinicians, nurses, accountants, lawyers, and tax, finance, audit, risk, compliance, and regulatory sectors.
Law Requires Employers to Provide Wage Statement to Certain Employees
ThePennsylvania Department of Labor and Industrywebsite may have additional specific information on wage laws in the Commonwealth. TheNorth Dakota Department of Laborwebsite may have additional specific information on wage laws in the state. TheNorth Carolina Department of Laborwebsite may have additional specific information on wage laws in the state. TheNew York Department of Laborwebsite may have additional specific information on wage laws in the state. TheNew Mexico Department of Workforce Solutionswebsite may have additional specific information on wage laws in the state.
- Overtime pay of time-and-a-half is required for hours worked over eight in a day, 40 in a week, and for the first eight hours of the seventh day worked in a week.
- The minimum wage in Oregon changes depending on the municipality, also varying annually based on an inflation calculation.
- If an employee works over 40 hours during a week, you must pay overtime.
- The agreed upon regular hours must be used if they areless thanthe legal maximum regular hours.
- Even without a contract, some workers may be legally entitled to a wage higher than the minimum wage, depending on the type of work and location.
- Mississippi currently has no overtime law requiring private employers to pay more than the federal overtime rate equal to 1 ½ times an employee’s regular rate of pay for hours worked in excess of 40 per workweek.