Work Law Pay With Overtime In Arizona
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FAQ
There is no federal law that limits the number of hours you can work. It is up to the employer to determine how many or how few hours they want their employees to work.
Arizona law defines a workweek as any consecutive 7 days. Part-time employees, as defined by state law, work no more than 30 hours in a workweek or less than 130 hours in a month. Typically, full-time employees in Arizona work 40 hours in a workweek.
Under Arizona law, an employee is considered to be on compensable duty if he is actively working or waiting to work and is not permitted to use the time for his own purposes. AZ Admin. Code R20-5-1202(22). On-call time is compensable only when the employee is unable to use the time for his or her own purposes.
Ing to FLSA, anything over 40 weekly hours worked is considered overtime. Unlike some states that specify overtime with daily work hours (i.e., anything over 8 hours per workday), Arizona labor laws have no such regulations.
In Arizona, employees must be compensated at one and a half times their regular hourly rate for overtime hours. Overtime is calculated based on working more than 40 hours in a single workweek.
Arizona labor hours In Arizona, a workweek is defined as any 7 consecutive days. By law, employees working fewer than 30 hours within a workweek or fewer than 130 hours within a month are considered part-time employees. On the other hand, full-time employees work 40 hours within a workweek.
Working more than 8 hours in a day offers the same overtime rate as over 40 hours in a week. Even if the employee works less than 40 hours in the week, long days provide additional compensation. If the long day extends to more than 12 hours, the rate increases to double the employee's regular hourly rate.
What Is the Minimum Wage in Arizona for the Year 2024? The minimum wage in Arizona has been revised to $14.35 per hour effective from January 1st, 2024, which is $7.10 more than the federal minimum wage. It was raised from $13.85 to $14.35 effective January 1, 2024.
The law allows employers to classify those employees earning over $455 per week as salaried workers. In this case, overtime regulations don't apply. For that reason, employers attempt to misclassify employees making below that threshold as salaried and avoid paying overtime rates in this way.
Employers may not mandate overtime in certain situations, such as when it violates collective bargaining agreements, poses health or safety risks, or conflicts with legal protections like the Americans with Disabilities Act (ADA) or Family and Medical Leave Act (FMLA).