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Apr 02, 2020 · Exempt Employee May Not Want to Work 40 Hours . The employee may want to work only 35 hours a week. You can say no. Or, you can say, “That's fine, but we'll cut your salary to match your hours.” This is perfectly legitimate—you calculated their salary based on a 40-hour workweek.
Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay. There is no limit in the Act on the number of hours employees aged 16 and older may work in any workweek.
Full-time employees who are not required to work on a holiday receive their rate of basic pay for the applicable number of holiday hours. Standard (40-Hour/5-Day Week) Work Schedules. On a holiday, employees under a standard work schedule are generally excused from 8 hours of nonovertime work, which are considered part of the 40-hour basic ...
If a holiday party requires attendance, then the company must pay its employees for attending the event. If the event results in employees working over 40 hours a week, then non-exempt employees will be eligible for overtime pay. Religion
There must be another incentive to get employees to work on one particular holiday—call it something else, not overtime for the week. Other kinds of pay for non-work time are also left out of total hours for overtime purposes, sick days, vacation, bereavement, etc. Don’t wait until July 2nd to …
Non-exempt employees (or Code 2) who work over forty (40) hours within a workweek will be compensated for their time at the rate of time and one-half, either in payment or compensatory time off from work. For most employees, compensatory time is maintained which can then be used as time off or is paid at a later date.
Can they be docked pay if they do not work 40 hours a week, even if they worked on Saturdays, Sundays or a Holiday? Under Section 387-3(1), HRS, of the Wage and Hour Law, “salary” means a predetermined wage, exclusive of the reasonable cost of board, lodging, or other facilities, at which an employee is employed.
Connecticut labor laws require employers to pay employees overtime at a rate of 1½ time their regular rate when they work more than 40 hours in a workweek. Some exceptions apply. CT Dept. of Labor Wage FAQs. An employer must also comply with federal overtime laws. See FLSA. Federal law will apply in cases where it benefits employees more ...