As per United States federal law, employees who work more than 40 hours per week should be given overtime pay. Under the Fair Labor Standards Act (FLSA), overtime pay is to be calculated at the standard hourly rate of pay plus a further 50 percent of that regular rate.

According to FLSA, a workweek is seven successive 24-hour periods, or 168 successive hours. The amount of pay an employee is owed can only be decided by knowing the total number of hours that the employee actually worked in each workweek. An employee should be paid for all of the time considered to be hours worked. All time that is hours worked have to be counted while deciding overtime hours worked.

An employer can’t close the eyes to an employee’s overtime hours if the employee is covered by the FLSA. Even if the employee has agreed to work for a fixed payment, the employer can’t disregard the overtime work.

Under FLSA, following groups of workers are automatically entitled to overtime pay, regardless of their earnings:

1) Firefighters, paramedics and police officers

2) Paralegals

3) Certified Nurses

4) Blue collar workers (members of the working class who performs manual labor and earns an hourly wage) and other workers whose job involves monotonous actions with their hands, proficiency and power.

Unpaid Overtime Lawsuit

Employers often ignore paying overtime by misclassifying employees in salaried positions exempt from overtime pay. Misclassified employees can contact an experienced lawyer to discuss their legal rights and restitute the payment. If you think you were wrongly denied overtime compensation, please submit the form at the right or contact us today at 1-800-780-2686