Violating these policies can lead to discipline or termination. Many employers have workplace policies that forbid their employees from working unauthorized overtime hours. Just because employees are entitled to receive overtime wages if their employer “suffers or permits” them to work extra hours, though, does not mean that employees cannot be disciplined for doing so. In California, if an employee works overtime but was not told to do so, or if the work was not approved in advance, he or she is still entitled to receive overtime pay, so long as the employer had a reason to know that the worker was still on the clock. Am I entitled to overtime pay if my boss did not request the extra work?
#TIME IN CALIFORNIA PLUS#
He is also entitled to overtime premium, or double-time work pay, at $40 per hour for the thirteenth and fourteenth hours he worked those first six days, plus for all 14 hours he worked on the seventh day of work. In addition to his straight time pay, Bob is entitled to time-and-a-half overtime pay at $30 per hour for the ninth through twelfth hours he worked for the first six days. In all, his work time ends up being 98 total hours. Over the course of one week, Bob works 7 straight 14-hour days, not counting meal or rest breaks. To meet a construction deadline, Bob’s boss adds hours to his work schedule. He is a full-time employee and is non-exempt. more than 8 hours on their 7th day of work.4 When does an employee earn double time?Ī non-exempt employee begins to make double-time pay, rather than just overtime pay, whenever they work: 3Ĭollective bargaining agreements or union contracts between unionized employees and their employers can also stipulate exceptions to overtime pay rules. work more than 40 hours in a single workweek.work longer than the number of hours on the alternative schedule, or.Employees on alternative workweek schedules are still owed overtime if they: The schedules can require workers to be on the clock for up to 10 hours per day without accruing overtime.
2 These schedules have to be agreed to by at least two-thirds of the affected employees.
They also do not apply to non-exempt employees who have agreed to work an alternative workweek schedule.
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