Q. What are the legal ramifications of requiring all employees to work a minimum of 45 hours a week (nine hours a day)? Everyone in the office is an
A. Do you really believe that everyone is exempt? First, you should conduct an internal wage-and-hour audit to determine which of your employees are truly exempt. Job titles don't make employees exempt. Exempt status hinges on whether an employee actually performs exempt job duties and receives a bona fide salary.
Don't put this off! Your potential liability may be growing each day because the Labor Department can force you to cough up unpaid overtime going back three years. If all your employees are truly exempt, you can require such employees to work nine hours a day. However, if you find that some should be nonexempt (hourly) employees, make sure to pay them overtime at one-and-a-half times their regular rate whenever they work more than 40 hours in a workweek.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/568/audit-your-classifications-before-requiring-overtime "
- Case appears headed for court? See if union contract requires arbitration instead
- Court can enforce flextime, 'quiet time' as accommodations
- EFCA compromise gains momentum in Congress
- 'Direct threat' no longer required to bar former substance abusers
- Texas court clarifies new definition of 'Retaliation'