Typical overtime policies?

[zw17]

And some people wonder why unions are still alive and well...

[kaptnkirk]

I left my last job that paid minimum wage for travel time and riders didnt get paid, just the driver. They tried to get me to stay by paying me half my scale for travel. Also the first hour out from Indianapolis didnt count. You must have 40 hrs in to get overtime. Lets say I drove 5 hrs to Louiville and back. I got paid for 3 hrs. They keep begging me to come back.

[Workin4TheMan]

I don't care what city you're in.

You know you are getting a fist shoved in every day you show up to work. You got it at your last job and now it's just a kinder, gentler fist................with a clown on the other end.

Or you wouldn't have asked.

I wish you the best, now make us proud and go in there and tell them you aren't going to stand for that, and at least you'll feel like a man at your next job interview. A man who took it from a clown and stood up!

[Brndnh721]

Most places over time is based on anything over 40 hours a week. It's pretty common for people to work more then 8 hours a day. But at the same time they are paying $40 per hour, no doubt they are saving alot money compared to having a contractor come for service work but for a employee hourly rate that is pretty good. They are doing shady things but at the end of the week how much are you making? You may want to figure out if your better off getting less money per hour maybe like $30 for all work no matter if your working,driving or paper work. It may end up being the same difference. Not sure who is paying their techs $40 per hour! Also if your using you own truck for anything related to work they should be paying for milage.

[Lightning_Boy]

Mcrepair,

I work all over Orange County and LA, I'm paid O/T for anything over 8 hours. It has to be approved by the customer first (usually late service calls etc.) or approved by my shop for big installs starting before 8am.
My pay does not disappear in half when picking up parts or doing non technical tasks.

$40/hr is pretty decent for an A/C tech in LA, My guess would be your boss feels like you are overpaid and trying to confuse you or guilt you into doing stuff for cheap. You are definitely an employee and not a 1099 right?
i would do some quiet research keep a log book of your entries, heck photograph it and email it to yourself everyday to make a validated time stamp.
$40/hr is no good if you ain't doing 35-40 hrs a week, especially in this heatwave.

[OpenDrive]

Man, this guy must have to hire an extra accountant to keep track of your time and wages!

I have had customers at plants that didnt want to pay for you to go get supllies/parts. Badged in gate time only. Solution: Call a hotshot service to go to the supply house and phone in your order. Extra 200 bucks for the delivery. You get full pay while leaning against the ice machine waiting for your parts. Pretty soon paying your full hourly rate becomes a bargain. Problem solved.

[carmon]

really

[ryan1088]

Wow, what a situation. It's really sad to hear things like this happen, not that I'm surprised.

Our ot policy is anything over 8 is ot. If someone who is on call and calls me at home, often times I will get paid ot for answering the phone and playing tech support.

[timebuilder]

Hopefully, the OP has found a better job by now....

The only "typical" overtime policies are in union contracts. Other than that, it starts with state labor laws. For example, in Pennsylvania, there is never any OT payment due to agricultural workers, or auto/aviation mechanics. It's ALL straight time.

[valdelocc]

Hopefully, the OP has found a better job by now....

The only "typical" overtime policies are in union contracts. Other than that, it starts with state labor laws. For example, in Pennsylvania, there is never any OT payment due to agricultural workers, or auto/aviation mechanics. It's ALL straight time.

Overtime falls under federal law (fair labor standards act) and it mandates "at least one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek", individual states can decrease the number of worked hours from 40 to 8 etc. but cannot waive the minimum mandated by the FLSA.
When an employer cheats the workers of overtime pay, the best thing to do is to keep track of the hours and open a case with the DOL, I guaranty you he'll pay, been there.

[timebuilder]

Overtime falls under federal law (fair labor standards act) and it mandates "at least one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek", individual states can decrease the number of worked hours from 40 to 8 etc. but cannot waive the minimum mandated by the FLSA.
When an employer cheats the workers of overtime pay, the best thing to do is to keep track of the hours and open a case with the DOL, I guaranty you he'll pay, been there.

I'm sorry, my friend.

Apparently, this changed in 2004. At my flight school, the wage structure I described was still in effect in 2002, and had been so since the 1930's.

This may have been a contributing factor to the school closing in 2004. I had not spoken to the chief pilot in some time at that point.

Here are some highlights I just found, and their source page.

The United States Department of Labor (USDOL) published its revised final regulations concerning its overtime requirements under the FLSA on April 23, 2004. (29 CFR 541). The new federal regulations take effect on August 23, 2004. The new federal overtime regulations revise the types of workers eligible for overtime and set a higher salary cap for eligible workers (See: www.dol.gov).
Impact on Pennsylvania Employers

Pennsylvania employers must still comply with the overtime requirements of Pennsylvania's Minimum Wage Act (35 P.S. § 333.101 et seq.) and regulations. (34 Pa. Code § 231.1 et seq.). Pennsylvania’s existing state requirements are still in effect. Pennsylvania’s current requirements are substantially similar to the earlier federal standards. Employers must follow Pennsylvania’s regulations even if these rules are more stringent for employers than the revised federal requirement. Federal law (29 USCS § 218) and the new federal rules (29 C.F.R. 541.4) specifically state that federal law does not affect enforcement of state overtime requirements, such as Pennsylvania's requirements.

The USDOL enforces Federal rules contained in the FLSA and related regulations. The Pennsylvania Department of Labor and Industry (L&I) enforces Pennsylvania’s minimum wage requirements contained in the Minimum Wage Act and related regulations.
Differences Between Overtime Requirements

Current Pennsylvania law and regulations requiring overtime payment remain in effect and will be enforced regardless of the changes to the federal rules. For example, Pennsylvania does not allow an employer to restrict overtime if an employee earns a certain salary. The revised federal regulations allow an employer to restrict overtime if an employee is earning over $100,000 annually. However, this federal exclusion does not apply to Pennsylvania employees because of Pennsylvania law.

Pennsylvania employers must be aware that the federal or Pennsylvania overtime provision that provides for the greater benefit to the employee is the standard that will be enforced. An employer must pay overtime if the new Federal rules or Pennsylvania law requires overtime payment.

http://www.portal.state.pa.us/portal...ylvania/553571


Sounds like more federal control, and fewer states rights, doesn't it?

[Control Man]

Here the laws is " overtime begins after they have worked 44 hours in a work week. After that time, they must receive overtime pay"

[valdelocc]

Here the laws is " overtime begins after they have worked 44 hours in a work week. After that time, they must receive overtime pay"

Here is the law in the USA http://www.dol.gov/whd/overtime_pay.htm#.UHBuvq6ltkg