Federal law generally maintains that managers who earn above a specific amount should be exempt, while other workers who have no powers and responsibilities when it comes to the ability of hiring or firing other employees can receive overtime payments regularly…
When it comes to determining who is exempt from overtime pay and who isn’t, federal law generally maintains that managers who earn above a specific amount should be exempt, while other workers who have no powers and responsibilities when it comes to the ability of hiring or firing other employees can receive overtime payments regularly.
However, it is important to note that the title of manager in itself is not enough to exempt an employee from overtime payments, and should any employees notice their duties have changed, they may be able to file a claim for being eligible to receive overtime payments.
The main discrepancy has to do with companies where managers are forced – either due to shortness of staff, or insufficiently skilled employees – to perform the same tasks as the workers they have to oversee.
In this case, managers are not “just” managers, as their duties extend beyond the role of training and overseeing other employees, and they may be eligible for overtime payments under certain circumstances.
One of the main factors that would influence whether or not a manager might be entitled to being paid up to one and a half or even two times more per hour for overtime work is the prospect of spending more than 50% of the time reserved to their normal duties performing tasks that are geared toward regular employees.
Another important rule has to do with the amount of money a manager earns per year. The idea is that an employee can only be considered to have managerial status, if he/she earns more than the federal threshold.
If the amount earned is smaller, the employee may be entitled to file a claim and request overtime payments to be provided for the hours they work extra, whether their job label is “manager” or not. There may be state rules as well.
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