![]() ![]() Department of Labor resources for a list of typical exemptions, but note that the list is not necessarily exhaustive. Certain job types are exempt by definition, including commissioned sales employees, computer professionals, farm workers, drivers, salesmen, seasonal workers, and those performing executive, administrative, or professional roles. Most workers that are paid an hourly wage fall under this category.Įxempt employees are those that are not protected by the FLSA and are not entitled to overtime pay. ![]() A non-exempt employee that is not paid overtime wages can file an FLSA overtime claim through the U.S. Employers are also required to pay these workers an overtime rate of 1.5 times their standard rate when they work more than 40 hours per workweek. Non-exempt employees are employees that are entitled to minimum wage as well as overtime pay under the FLSA. As such, it is important both as an employer and as an employee to understand one's position. In addition, many states also have wage and hour laws. Most workers are classified as either exempt or non-exempt employees, and are protected by a number of requirements placed by the Fair Labor Standards Act (FLSA). There are also regulations surrounding what constitutes hours worked, as well as regulations governing recordkeeping and child labor. Non-exempt employees (see below) that are covered by the FLSA are also entitled to an overtime rate at least 1.5 times that of their standard rate for hours worked over 40 hours per workweek (defined as any fixed and regularly recurring period of 168 hours). Most states in the United States have a minimum wage higher than $7.25. In cases where the state in which the employee works also has a minimum wage, the employee is entitled to the higher of the two wages. Clockspot provides a dream list of features for a low monthly subscription.- Under the Fair Labor Standards Act (FLSA), the federal minimum wage is $7.25 per hour at the time of writing (Jan. In the past, implementing this kind of software was expensive and required a big up-front cost and installation. ![]() We track IP addresses, device IDs, caller ID, and GPS so you know exactly where they're clocking in from. Your staff can clock in from anywhere as long as they have a connection to the internet, or have access to a landline or mobile phone. Our system even includes custom rules for complicated California overtime policies that might come into play. Using Clockspot simplifies the many daily tasks that can add up and overwhelm any manager, like calculating lunch breaks and other small periods of time-off during the day. Instead of spending your precious time performing all of these tedious calculations manually, why not use an online time and attendance system that automatically tracks and calculates employees daily breaks and time off? Certain states even have strict laws around employee pay and breaks / time off.Īlthough you might oversee and interact with your employees multiple times throughout a single day, correctly logging their hours accurately can be a huge headache. Unfortunately most tracking systems fail because they aren’t readily accessible or easy to use.Įven greater consideration should be given to employee absences due to illness, holiday, vacation, or similar reasons, whether they are foreseen or not. Something as mundane as tracking the daily breaks of your staff shouldn’t be a difficult process. Unfortunately, unaccounted for time could mean lost revenue. Just imagine the problems facing a manager who has to track and organize the time of many, many employees. Most of us have only a vague idea of how much time we spend on the professional and personal tasks we tackle in a 24 hour period. At the end of the day, do you wonder where all the time went? You’re not alone.
0 Comments
Leave a Reply. |