This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Work Law Pay With Overtime In Phoenix
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Multi-State
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Phoenix
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US-002HB
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FAQ
Salaried employees in Arizona can work any number of hours as required by their job duties and employer expectations.
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.
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.
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.
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.
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.
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. Regarding overtime rates, hourly employees are entitled to 1.5 times their hourly wage when they enter overtime.
The FLSA offers exemptions from mandatory overtime to executive, administrative, professional, and outside sales employees. To qualify for overtime exemptions, employees' job descriptions have to pass the duties tests outlined in the FLSA for each of those roles, and a job title alone doesn't count.
If your contract does not state that you must work overtime, then you cannot be forced to work extra hours.
There are a few professional ways to politely decline overtime work requests: Express your availability. Explain that you have prior commitments or personal obligations that prevent you from working overtime during that time period. Offer to help another time if possible. Suggest alternatives.