There are numerous laws and regulations, both on the state and federal levels, which outline the protections that are to be given to workers, and this includes financial protections for individuals who work more than the standard 40 hour work week. One of the most important and well-known employment regulations is the Fair Labor Standards Act of 1938 or the FLSA, also called the Wages and Hours Bill, a US federal decree which defined the legal numbers of hours of work per week, the national minimum wage, the allowable number of hours of work and legal pay for overtime, and the prohibition of the hiring of minors to perform “oppressive child labor.” In 1947 another law was executed, the Portal-to-Portal Act, which specified that all work done for the benefit of the employer, regardless of time, ought to be considered as work time under the FLSA and should, therefore, be compensated.
Despite these laws many employees still experience unfair wage practices in the workplace, resulting in unpaid overtime. While there are some employees who, because of the work they perform or their job descriptions, are exempt from overtime pay, even if they work in excess of 40 hours a week. Unfortunately, many employers wrongly classify employees as being exempt in an attempt to disqualify them from receiving time-and-a-half for any hours worked over 40 hours in one week.
Whether you are a temporary employee, a part-time employee, a full-time employee, an hourly or salaried worker, you may be entitled to overtime pay based on the requirements of your position. If you are a business owner, it is essential to familiarize yourself with overtime pay laws so that you don’t wrongly deprive an employee of earned overtime wages and face legal action in an overtime or wage dispute down the road. If you have experienced any unfair treatment at your workplace, seeking the legal consultation of an Austin employment attorney may be helpful for your situation.