My Boss Cut My Base Hourly Wages To Make Up For My Overtime. Is This Legal?

Generally, it is legal for a boss to cut an employee’s hourly wages to make up for their overtime, assuming that the employee is still being paid the minimum wage in that particular state, and assuming that they are still being paid time-and-a-half for any hours beyond 40 per week.

Under What Circumstances Can A Salaried Employee Be Paid Overtime?

There are certain factors which must be met in order for a salaried employee to be precluded from obtaining overtime pay; if these factors are not met, then salaried employees are entitled to receive overtime pay.

Is It Legal for My Employer To Have Rules Against Working Over 40 Hours A Week?

It is legal for an employer to prohibit employees from working more than 40 hours per week. If an employee is going to work more than 40 hours per week, then an employer can require that the employee first obtain verbal or written approval for doing so. If an employer does not provide verbal or written approval but is aware that an employee is working more than 40 hours in one week, then that employer is responsible for paying the employee overtime.

My Employer Expects More Work To Be Completed In One Week Than I Can reasonably Complete in 40 Hours, But Does Not Allow Employees To Work Over 40 Hours. What Can I Do?

If an employer expects an employee to complete more work than can reasonably be completed within a 40-hour week and simultaneously prohibits that employee from working more than 40 hours per week, then a discussion should be had in order to reach a solution, such as scaling back the workload, increasing efficiency, or allowing the employee to work more than 40 hours per week in order to complete the required tasks. The argument that an employee can’t complete the work that’s assigned to them within a 40-hour timeframe doesn’t necessarily mean that the employer has committed a violation, and there are ways to work around these types of issues.

My Employer Just Asked Me To Work “Off The Clock.” Should I Ever Do It?

Working while not clocked in is a common violation of the Fair Labor Standards Act; any work that is completed prior or after a scheduled shift or during a break when the employee is not clocked in is work for which the employee should be compensated. If an employee works during their break or while off the clock and an employer does not provide compensation for that time, then the employee could file a complaint with the Department of Labor or file a lawsuit with a private lawyer.

I Work More Than 40 Hours A Week, But I’m Classified As A Salaried Worker. Does That Mean That I Am Not Entitled To Any Overtime?

Just because an employee receives a salary does not mean that the employee is not entitled to overtime compensation. There are many requirements that preclude an employee from being entitled to overtime and being paid a salary is just one of them. So, if any employee passes all the other requirements for the overtime exemption, then they would be exempt from overtime compensation. Under such circumstances, an employee would receive the same amount of money regardless of how many hours they work.

For more information on Overtime Issues In The State Of Texas, a case evaluation is your next best step. Get the information and legal answers you are seeking by calling (281) 277-3066 today.