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5 Overtime Myths (and the Facts That Can Set You Straight)


February 23, 2020

Being aware of the most popular overtime myths, and the facts, about exactly what you owe your workers in terms of overtime and compensation can help you prevent an unpaid wages case.

After all, no one appreciates the power of compound interest more than a company that sees how quickly $2,000 in unpaid back wages can grow into a $20,000 or even $200,000 payout after a prolonged court case.

Myth 1: Salaried = Exempt

If an employer pays an employee on a salaried basis, the employee is automatically exempt from overtime.

Fact: This is only true at the North Pole in Santa’s workshop, where elves are paid in peppermint candy canes and Netflix subscriptions. It’s not true or legal here in the 50 states, where federal law reigns.

There is often confusion about the differences between a salaried and an exempt employee, primarily because the terms are sometimes used interchangeably. Just because an employee is paid on a salaried basis does not mean the employee is exempt from OT. A salaried employee must meet very specific criteria in order to be considered an exempt employee. These exemptions are very narrowly defined and are based on an established set of salary and duties criteria, none of which include making toys for the big guy in red.

Myth 2: Need an ‘OK’ to Pay

“Unauthorized” overtime need not be paid.

Fact: We hear you protesting: “Lots of companies operate this way.” That doesn’t mean it’s legal. This is one of the overtime myths we hear a lot, and this is where it’s important that your supervisors understand that “hear no evil, see no evil, and don’t authorize overtime” is not an excuse to withhold employee pay.

If an employee has worked overtime, he or she must be paid overtime, regardless of whether the overtime was authorized. Even if you have a policy that “no overtime work is permitted unless authorized in advance,” it doesn’t relieve you of the requirement to pay for the overtime.

It’s kind of like when the police pull you over for speeding and you protest, “But I didn’t see the speed limit sign.” It doesn’t matter. You’re getting a ticket because the law is in place whether you are aware of it, are following it, or even care about it or not.

illustration of a woman working and looking at her watch, appears to be working overtimeYou may subject the employee to disciplinary measures for working unauthorized overtime, but in no case may you withhold overtime pay.

Myth 3: Writing It Away

Employees may waive their right to overtime as long as it is in writing.

Fact: There truly are people out there who love their jobs—we mean REALLY love their jobs—and would work for free if they had to (Top Gun fighter pilots for instance). Other employees are so anxious to get caught up, impress the boss, or just not have to go home, that they are willing to waive their overtime pay.

They may also be willing to waive overtime for personal, financial, or altruistic reasons, or because they don’t know any better—bless their hearts. But regardless of the circumstances, overtime pay may not be waived. Even if they offer or sign a written agreement with you, they may not legally waive or decline their overtime pay.

Myth 4: The “Comp Time” Cop-Out

An employer may offer employees “comp time” in lieu of overtime pay.

Fact:  Compensatory time off (“comp time,” as it’s known in the employment trenches) is paid time off that is offered instead of cash payment for working overtime hours. However, private-sector employers cannot meet the overtime requirement of the Fair Labor Standards Act through the use of compensatory time off. No matter how golden the heart or noble the intention, you can’t trade cash for comp time.

Myth 5: Hourly Wage is All That Matters

When calculating overtime, an employee’s regular rate of pay includes only his or her hourly wage.

Fact: The devil is always in the details. Determining an employee’s regular rate of pay for purposes of determining overtime really is a numbers game. By law, overtime is due at a rate of 1.5 times an employee’s “regular rate of pay.” That means more than just the employee’s hourly rate. It means if the employee has multiple rates of pay (i.e., shift differentials), commissions, piecework, etc., those all need to be considered as well.

Now, wasn’t that easy? Overtime myths are not just harmless misunderstandings—they can become expensive!

If you still need some help, you know where to find us! We’re happy to chat with you about overtime pay or any other employee-related topic you need help with!
If you did find this helpful, please share it among your business network. Allevity is here to help!


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