“Comp time” or compensatory time can be confusing. Many West Virginia workers wonder if “comp time” is legal, and if so, in what circumstances. Comp time, which is paid time off granted to a West Virginia employee for a future payroll week instead overtime pay, is legal
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What is “comp time” and is it legal in Alabama? “Comp time” is short for compensatory time. It’s a term for paid time off that is granted to an employee as an alternative to paying overtime. The relevant law is the federal Fair Labor Standards Act (FLSA).
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The federal FLSA (Fair Labor Standards Act) establishes the guidelines for “comp time”. “Comp time” or compensatory time is defined as paid time off in a future payroll week that is granted to a Delaware employee as a substitute for overtime pay. For many local,
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Comp time is short for compensatory time or paid time off given to an employee in a future payroll week in lieu of overtime pay. The legality of “comp time” depends on the type of employer. In many states, police officers can be granted comp time but it would
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A South Carolina employee asks, “I worked 50 hours this week, but didn’t get paid overtime or offered comp time. When I asked why, my supervisor said it is because I’m an exempt employee. Is that legal?” First, overtime pay and comp time are two separate
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Employers are allowed, under Arizona and federal laws, to require exempt employees to work more than 40 hours in a week whenever they deem it necessary. The employer doesn’t have to provide an incentive or increase in pay either. Exempt employees in Arizona fall into one of
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An North Dakota employer asks, “Am I required to grant comp time to my exempt employees when they work more than 40 hours in one week?) The answer is no. There is no North Dakota or federal law which requires employers to pay comp time (compensatory paid
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The FLSA classifies salaried exempt employees into five categories: Executives Computer Pros, Administrators, Outside Salespeople and Professionals. Employees within this category are ineligible for overtime pay. This means that whether they work 40 or 80 hours in one week, they will receive the same salary. They also receive the
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There are many misconceptions about salaried and exempt employees and comp time in Alabama. In order to clarify the issue, it is important to understand just what constitutes an exempt employee. To be “exempt” means to be outside of, or exempt from, the protection of
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The issue of so-called “comp time” raises many questions with Montana employers. One of the most frequent questions is whether or not “exempt” employees are entitled to comp time, known more formally as compensatory time off. The short answer is a definite “no.” Montana exempt
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Some Arkansas employers grant comp time to their salaried exempt employees when they work more than 40 hours in a week. This is an approach that is quite valid and can be considered good and generous management technique. It is not, however, required by federal
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Florida’s exempt salaried employees are not legally entitled to comp time. That is the “bottom line” regarding compensatory time off. An employer may choose to grant comp time to an exempt employee, but there is absolutely no obligation to do so, under either federal or state
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Many employers in Louisiana want to know what their legal obligations are when an exempt employee works more than 40 hours in a week. Many want to know if they must give the employee compensatory time off. For example, they ask, “If one of my exempt employees
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Government agencies commonly use “comp time” as an alternative to paying overtime. “Comp time” is simply paid time off in a future payroll week granted to employees in lieu of overtime pay. It is illegal for private employers including businesses to use comp time to avoid paying
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How to legally use “comp time” can be confusing for a private employer. Government agencies often use “comp time” (paid time off in lieu of paid overtime), as do some non-profit organizations. Private employers, however, must uphold the FLSA, a federal law that regulates overtime hours and pay.
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The Fair Labor Standard Act or FLSA mandates that employees who work more than 40 hours in one week must be paid overtime. Overtime pay is computed at 1.5 times the worker’s average hourly pay and is calculated per payroll week. The federal law also governs how
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Mark, an hourly employee in Iowa, recently accepted a new job with an employer who allowed him to take unpaid leave for a trip that he had planned many months ago. Mark wonders if he can work extra hours the week before the trip and the week after the
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Maryland employers and hourly workers both want to know if “comp time” can be granted in place of overtime pay. “Comp time,” incidentally, is paid time off in lieu of overtime. The answer to the question is “No,” under almost all circumstances. For example, a
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Comp time is time off in a future payroll week granted to an employee instead of overtime payment. Under the federal FLSA or Fair Labor Standards Act, private businesses cannot grant comp time instead of paying overtime. Comp time is legal for some state and federal employees,
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It is illegal in New Mexico and elsewhere in the U.S. for a business to give an hourly employee “comp time” in lieu of overtime pay. “Comp” time is paid time off in place of paid overtime. Government agencies and non-profit organizations may grant comp time but
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“Comp time” is sometimes appealing to both employers and employees in Arizona. Employers may want to use it to control payroll costs. Workers may like using it to take an afternoon off. The question, however, is whether “comp time” is legal in Arzona. The answer is that,
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Employees in Maine and elsewhere in the country are entitled to overtime pay when they work more than 50 hours a week. Except in some very specific circumstances, employers may not grant “comp time” instead of overtime pay to hourly workers. “Comp time,” for those
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Tim is an employee in an Missouri commercial bakery. His employer pays him every two weeks. During the first week of the payroll period, Tim worked for 50 hours. To avoid paying overtime, his employer wanted to have him work just 25 hours the following week and take 15
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The Rehabilitation Act is a federal Act that applies to many employees and employers in states across the country, including in the state of California. According to the Act, employers may not discriminate against employees for reasons that are directly related to their disabilities, if employees have a disability. The
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The Disaster Unemployment Assistance program is a federal program that is administered by the federal government. When there is a disaster, such as a storm, a fire, or a flood, that displaces workers from work, those employees that can no longer work may be able to receive federal funds. The
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Employees in the state of Arkansas should be aware of the Jury Systems Improvement Act, which is a federal Act that helps to ensure that when an employee has been called to serve on a jury, the employee can serve on the jury without worrying that he or she will
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The Jury Systems Improvement Act is a federal Act that helps to ensure that employers will not discriminate against workers that need to take time away from work in order to serve on a jury. When an employee receives a jury duty summons, the employee should notify the employer immediately
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The Americans with Disabilities Act is a federal Act that applies to many employees in states across the country, including many employees in the state of Alabama. Because it is a federal Act, it is administered by the federal government and applies to all states equally.
Employees in the state of Alaska should be aware of what the Rehabilitation Act entails, as many employees will work for companies that are covered by the Act. The Act is in place in order to ensure that when an employee has a recognized disability, the employer cannot discriminate against
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The Jury Systems Improvement Act is a federal Act that pertains to employees in states across the country, including employees in the state of Alabama. When an employee is summoned for jury duty service, the employee should be able to serve that jury duty service without worrying that the employer
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