How many hours is a salaried employee required to work

how many hours is a salaried employee required to work

How Many Hours is a Salaried Employee Required to Work?

Jul 08,  · When it comes to determining how many hours over the standard work week, if any, a salaried person should have to work, the amount of time required to satisfactorily complete the job should be a primary determining factor. Often, this does not exceed a 45 or hour work week. Dec 18,  · When people ask me how many hours a salaried person should work, I say "As many hours as it takes to do the job, up to about 45 hours per week." If the job takes fifty-five or sixty hours .

Managers are required to design jobs that fit within the scope of a normal workday. In fact, it usually has the opposite effect — longer hours open the door for quality issues, safety liabilities, fatigue, and lower morale among teammates and employees. When it comes to determining how many hours over the standard work week, if any, a salaried person should have to fmployee, the amount of time required to satisfactorily complete the job should be a primary determining factor.

Often, this does not exceed a 45 or hour work week. If a job requires 55 or 60 or more hours to perform, many would consider it a poorly-designed job. Some workers, however, may arrive at their kany early and can start work prior to their official starting time of their scheduled shifts. This time counts as work time in the eyes of the law, and it must be calculated and included in any and all FLSA regulations related to pay.

This is, of course, provided that the employer knows — or reasonably should have known — that an employee was set to begin work early. To that extent, the employee technically spent pre-shift time performing work-related duties and activities. Employees also have an option to stay on the job after their scheduled shifts have ended.

This, just like pre-shift time, must be calculated and included in huors computations. That may also include any activities an employee performs on the way home that benefit the employer in any way. Training periods are also considered work time.

It only does if that time meets the following conditions :. A fourth condition exists, where the employee performs no other work during their training period. Gray areas exist, of course. The FLSA typically requires any and all travel time to be considered work time. This is usually true even when the commute to work is longer than an average commute or is something of a burden to employees.

Consider some businesses in Texas, for example, that all but require their employees to arrive at work using the DART system. Travel time is also not considered work time when employees are required to go to a different work site than what they normally use, or when an employee utilizes their company car rights to make trips. This is usually paid at the discretion of the employer.

This is also true if and when an employee is relieved from any requirements of duty during their meal periods. Any employee who works through their lunch is working, and their time has to be counted as work time. Any employees who eat at their desks are legally and technically working through their lunch. In the eyes of the law, a true meal period requires the employee to disconnect from work-related duties entirely. This could encompass situations where an employee is allowed to take a lunch period but may also be required to keep a work phone w pager on them in case they have to return to work immediately.

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Exempt Employees and the FLSA

Jan 17,  · Posted on January 17, January 17, by Michael Lore. The federal Fair Labor Standards Act (FLSA) does not limit the number of hours in a day or days in a week any employee (salaried or hourly) may be required or scheduled to work, including overtime hours, if the employee is at least 16 years old. What the overtime pay laws dictate is how you must be paid for the hours nicefreedatingall.com: Michael Lore. While 40 hours per week is considered the standard, many employment contracts differ depending on the needs of the employer. It is not uncommon to see employment contracts with as few as 30 hours per week or as many as 50 depending on the position. Be sure to refer to your state’s Department of Labor, as states have their own rules regarding the maximum hourly limit for salaried employees. Like hours worked, overtime pay is determined by your employment . Aug 23,  · In most cases, particularly in office jobs, salaried employees are expected to work 40 hours a week, though there may be weeks when the job requires more time. The hours a salaried employee should work depends in part on whether she is considered exempt or non-exempt with regard to the minimum wage and overtime provisions of the Fair Labor Standards Act.

Salaried employees are paid a predetermined sum rather than compensation based on the number of hours worked. In most cases, particularly in office jobs, salaried employees are expected to work 40 hours a week, though there may be weeks when the job requires more time.

The hours a salaried employee should work depends in part on whether she is considered exempt or non-exempt with regard to the minimum wage and overtime provisions of the Fair Labor Standards Act. Section 13 a 1 of the FLSA allows employers to pay some employees a salary without meeting minimum wage or overtime requirements.

Employers may ask an exempt employee to work as many hours as the job requires with no additional compensation, even when a work week exceeds 40 hours. A reduction is allowed only in specific situations, such as when an employee takes time off for personal reasons.

Eligibility for exempt status is based on actual job activities, not job titles. Exempt positions can be executive, administrative or professional in nature. Outside sales and some computer positions may also be exempt. Law enforcement personnel such as police and detectives do not qualify for exempt status even if the specific position meets FLSA standards as executive, administrative or professional.

This rule also applies to firefighters, employees working directly with convicted criminals or who provide emergency services such as dealing with hazardous spills or medical rescue. These occupations frequently require more than 40 hours a week in crisis situations. Overtime pay at one and one-half times a regular hourly rate is required even when an employee is paid a salary.

Non-exempt employees may be paid a salary, but are also paid overtime when they work more than 40 hours in a week. Employers typically want non-exempt employees to work 40 hours per week or less. FLSA rules require employers to convert the salary to an equivalent hourly rate to calculate overtime pay. Employers are not required by the FSLA to pay for extra time worked when the total is less than 40 hours. For example, if the employee is expected to work 36 hours but works 38 hours one week, the employer does not have to pay extra under the FLSA.

However, some state laws do require extra pay. Under the FLSA employers can reduce the salary of non-exempt employees when they work less than the expected number of hours. He writes about business, personal finance and careers. Adkins holds master's degrees in history and sociology from Georgia State University.

He became a member of the Society of Professional Journalists in August 23, Florida Mandatory Overtime Laws. References U.

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