Overview Of Fort Lauderdale Overtime Laws

Fort Lauderdale Overtime Lawyer Resource Page

U.S. Department of Labor Wage and Hour Division FLSA Governs Ft Lauderdale Overtime Law

In Ft Lauderdale an  employer who requires or permits an employee to work overtime is generally required to pay the employee
pay for such overtime work.

Rules For Overtime Pay In Fort Lauderdale

Unless specifically exempted, employees covered by the Act must receive overtime pay for hours worked in excess of 40 in a work week at a rate not less than time and one-half their regular rates of pay.

There is no limit in the Act on the number of hours employees aged 16 and older may work in any work week.

The Act does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, as such.
The Act applies on a workweek basis. An employee’s work week is a fixed and regularly recurring period of 168 hours or  seven consecutive 24-hour periods.
This  need not coincide with the calendar week, but may begin on any day and at any hour of the day. Different workweeks may
be established for different employees or groups ofemployees. Averaging of hours over two or more weeks is not permitted.

Normally, overtime pay earned in a particular workweek must be paid on the regular pay day for the pay period in which the wages were earned.
The regular rate of pay cannot be less than the
minimum wage
The regular rate includes all remuneration for employment except certain payments excluded by the Act itself. Payments which are not part of the regular rate include pay for expenses incurred on the employer’s behalf, premium payments for overtime work or the true premiums paid for work on Saturdays, Sundays, and holidays, discretionary bonuses, gifts and payments in the nature of gifts on special occasions, and payments for occasional periods when no work is performed due to vacation, holidays, or illness.
Earnings may be determined on a piece-rate, salary, commission, or some other basis,but in all such cases the overtime pay due must be computed on the basis of the average hourly rate derived from such earnings. This is calculated by dividing the total pay for employment (except for the statutory exclusions noted above) in anyworkweek by the total number of hours actually worked.
Where an employee in a single workweek works at two or more different types of work for which different straight-time rates have been established, the regular rate for that week is the weighted average of such rates. That is, the earnings from all such rates are added together and this total is then divided by the total number of hours worked at all jobs. In addition, section 7(g)(2) of the FLSA allows, under specified conditions, the computation of overtime pay based on one and one-half times the hourly rate in effect when the overtime work is performed. The requirements for computing overtime pay pursuant to section 7(g)(2) are prescribed in 29 CFR 778.415 through 778.421

These laws are very complicated. Speak to one of our Ft Lauderdale overtime lawyers to explain your rights to you.