The difference between a 퍼블릭 알바 non-exempt employee and an exempt employee is that non-exempt employees are paid overtime (1 1/2 times hourly wage) any time they work more than 40 hours in a week. If the employee is paid salary and is not paid time-and-a-half for overtime hours worked over 40 hours per week, a determination needs to be made whether or not the employee is a salaried exempt employee. An employer can choose to pay employees based on salary, commission, piece-rate, or some other basis, but to calculate overtime pay for the employee, the employees pay must be converted into a per-hour wage.
If the employee receives overtime while working a night, night, or weekend shift, then a night/night/weekend shift differential must be included in the normal hourly rate to compute overtime pay. Whether an employer elects to pay overtime compensation directly to wages or provide the employee with compensatory time, the employer is required to pay the individual 1 and a half times his regular hourly pay rate for the overtime hours. Yes, the General Overtime Provision requires employers to pay overtime, whether authorized or not, at a rate one-and-a-half times an employees regular rate of pay for all hours worked over eight, to include twelve hours, on any day and for the first eight hours worked on the seventh consecutive day of work during the workweek, and twice an employees regular rate of pay for all hours worked over twelve hours on the seventh consecutive day of work during a workweek. Yes, the general overtime provisions requires that employers pay overtime, whether authorized or not, at the rate of one and one-half times the employees regular rate of pay for all hours worked in excess of eight up to and including 12 hours in any workday, and for the first eight hours of work on the seventh consecutive day of work in a workweek, and double the employees regular rate of pay for all hours worked in excess of 12 in any workday and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek. (Or double the time specified below).
In California, the general overtime provisions are that a nonexempt employee 18 years of age or older, or any minor employee 16 or 17 years of age who is not required by law to attend school and is not otherwise prohibited by law from engaging in the subject work, shall not be employed more than eight hours in any workday or more than 40 hours in any workweek unless he or she receives one and one-half times his or her regular rate of pay for all hours worked over eight hours in any workday and over 40 hours in the workweek (or double time as specified below ). The employer must pay at least minimum wage ($7.25 per hour, respectively, under either the state of the employee, if he or she is exempt from the labor code, and pay time-and-a-half hours, except when exempt from some reason. An employer only has to pay its hourly wage employees who are not exempt from salary compensation the actual hours worked, no matter how many hours or how short. An employer is not required to pay the minimum hours for their hourly paid employees or their non-exempt wage employees, including whether or not they are called back. An employee is entitled to compensatory time off at a rate of one hour per hour remaining after deducting the compensable hours (either as normal 40-hour or overtime hours) from the total number of hours worked plus the number of hours taken on holidays or other paid leave during a workweek.
Aprevailing-rate employee working on a regularly scheduled shift that is shorter than eight hours in length (such as part-time or irregular employees) is entitled to the differential night shift pay, so long as a greater portion of an employees hours are worked in the period in which he is paid a differential night shift. A prevailing rate employee regularly assigned to one evening shift who is temporarily assigned to another evening shift of higher differential Another evening shift of higher differential would be paid a higher differential if the majority of the employees regularly scheduled, non-overtime hours are worked within a shift with higher differential. Meals breaks lasting 1 hour or less occurring during a time the differential is authorized on the nights shift must be included to determine a prevailing rate employees right to a differential on nights. Like overtime pay, the shift differential may also be either a percentage of wages or a fixed fee.
Full-time employees may also be paid on an hourly basis, but are sometimes paid instead on a fixed wage, no matter how many hours worked during a week. Because part-time employees only work some days (or hours) per week, part-time employees can show fewer commitments than full-time employees. Fewer hours of work translate into less experience, and in many cases, a gap in knowledge, which may negatively impact the job an employee does. Moreover, a part-time wage premium may reflect some combination of different possible sources: a lack of benefits for employees (thus, a cash substitute), variability of hours and therefore weekly earnings for people who are hourly independent contractors, and less job security provided by a part-time job.
A lower, variable wage-rate cost might, instead, induce employers to hire more part-time workers, as long as their overall compensation for each hours worked is low enough relative to full-time workers (Carre and Tilly 2012). Differences in the hours worked preferences are not sufficient conditions for creating wage penalties across all part-time jobs, if the part-time workers are equally skilled and do not generate any fixed cost to employers in terms of labour: wages will be leveled because employers only create the job mix that reflects their employees preferences. The Netherlands (where 75% of employed women work less than 35 hours a week) has been in the vanguard for creating a pro-rata equalization of compensation for part-time workers, especially with respect to salary levels, and, when warranted, even with respect to worker benefits (Visser et al.
On the other hand, nonexempt employees are paid consistently, regardless of the number of additional hours worked. If you are part-time, your employer may establish the same threshold for granting extra overtime pay as it does for full-time employees, so you may not receive overtime pay until you work more hours than a regular full-time worker. An employer may use a month-by-month method of calculating an hourly wage rate, by dividing a months pay by a months number of hours worked, if the employer receives an employees agreement to the method prior to work.