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Overtime—Questions & Answers—Federal

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Is it legal to tell hourly employees who normally work 8 hours that it will be "mandatory" to work a certain period of time (a three week period) for ten hours a day, including weekends.

several EXEMPT employees have offered to work "extra hours to earn extra money" doing jobs that are normally paid a much lower rate of pay than their normal jobs. Would they be at regular pay rates or at overtime rates?

Our workweek is 35 hours plus we pay lunch breaks of 1 hour each day totaling 40 hours paid. If our employees work 36 hours (paid for 41 hours), is that extra hour considered overtime?

Need the definition of "hours worked" in regards to the payment of overtime in California.

Our company policy states that overtime will be paid in excess of 8 hrs/day or 40 hrs/week. Can we allow employees to work 4 hrs. one day and 12 the next using the extra 4 to compensate for the previous day and not pay OT? We are in Colorado.

I am looking to see if it is still Over 40 and over 8 for overtime laws in Ca. and is it double time on Sundays?

Is it legal to hire a temporary employee but will be working more than 40 hours per week?

Is travel time for an hourly employee who attends an out of state training program considered overtime?

I have a exempt employee who is required to work over 40 hours because of an owner. Can I pay this individual for the hours over 40 without effecting other exempt employees?

I have a non-exempt, full-time employee. She wants to do some additional work, in a different department, after her regular duties. She already works 40 hours/week. Can we accomodate this request?

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View Federal Questions & Answers for these related topics:

• Administrative Exemption
• Compensation Administration
• Executive Exemption
• Exempt Employees
• Fair Labor Standards Act (FLSA)
• Hours of Work
• Paychecks
• Salaried Employee
• Sales Personnel Exemption
• Time Keeping

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