Total Articles: 5
Franczek Radelet P.C • October 06, 2014
Back in 2012, my colleague Bill Pokorny discussed how to properly pay a non-exempt employee who worked two jobs for an employer. This past week, one of my other colleagues and I were discussing a twist on this situation: what if an exempt employee works in a non-exempt job, or vice versa? As Bill and Ed Druck discussed during our recent higher education wage and hour webinar, this situation is not that uncommon. A non-exempt school district employee might perform exempt duties as a coach, or perhaps an exempt administrator might drive a bus. At one of my former employers, our receptionist doubled as our graphic designer for a couple of years. How should you pay employees who perform both exempt and non-exempt duties? Are “mixed duty” employees ever entitled to overtime?
Brody and Associates, LLC • May 06, 2014
Do you really know how to calculate overtime pay? For most employers, the overtime calculation is very straightforward – employees receive one-and-a-half times their regular rate of pay for all hours worked over 40. But what if your employees work various jobs at different rates? For example, you own a hair salon and your employees perform a variety of duties at the following rates: cut/style hair at $20 per hour, wash hair at $15 per hour, and schedule appointments at $10 per hour. When your employees work over 40 hours in a week, how do you calculate their overtime rate?
Fisher Phillips • October 16, 2012
The best answer to our October 8 Quick Quiz is, "Either Of The Above". There are two permissible ways to approach Sarah's overtime compensation under the federal Fair Labor Standards Act. In declining percentage order, the responses were:
Fisher Phillips • October 09, 2012
Sarah is paid $15 an hour for work as a delivery driver, and $12 an hour for inventory-checking work in the warehouse. In a particular workweek, she works her first 40 hours as a driver, performs five more hours of driver work, and does five additional hours of inventory work, for a total of 50 hours.
Franczek Radelet P.C • June 18, 2012
Q. An employee works for the company full-time, 7.5 hours per day, 5 days per week, at $20 per hour. To make ends meet, the employee also voluntarily works a different part-time job for the company on Saturdays, usually working an additional 7.5 hours at $15 per hour. The two jobs are completely separate and could just as easily be done by different people. Do we have to pay overtime for the additional hours, and if so how do we calculate the amount due?