Arizona Nonexempt Employee Time Report
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How to fill out Nonexempt Employee Time Report?
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FAQ
The current Arizona minimum wage of $12.80 per hour is the lowest amount a non-exempt employee in Arizona can legally be paid for hourly work. Special minimum wage rates, such as the "Arizona waitress minimum wage" for tipped employees, may apply to certain workers.
Even though administrative, executive, and professional employees are exempt under the FLSA, they are still covered by Arizona's minimum wage laws. The employer is required to pay them a salary that equals or exceeds minimum wage for all the hours they work.
This law is often referred to as the four-hour minimum shift rule because most full-time shifts in California are eight hours long. If an employee is scheduled for less than eight hours, then they are entitled to receive half of their daily wages, even if they are sent home early or not permitted to work.
Nonexempt: An individual who is not exempt from the overtime provisions of the FLSA and is therefore entitled to overtime pay for all hours worked beyond 40 in a workweek (as well as any state overtime provisions). Nonexempt employees may be paid on a salary, hourly or other basis.
Arizona does not have a specific overtime law. Instead it follows federal labor laws contained in the Fair Labor Standards Act (FLSA). Under FLSA, employers are required to pay non-exempt employees overtime pay for any hours worked beyond 40 in a workweek.
The primary difference in status between exempt and non-exempt employees is their eligibility for overtime. Under federal law, that status is determined by the Fair Labor Standards Act (FLSA). Exempt employees are not entitled to overtime, while non-exempt employees are.
When an employer willfully withholds an employee's wages (again, that includes late paychecks), Arizona law provides two solutionsthe employee can file a wage complaint with the Industrial Commission of Arizona (ICA), or he or she may file a civil action against the employer in state court.
Nonexempt vs. Exempt employees are paid on a salary basis and are excluded from overtime payment. Nonexempt employees who are paid hourly must report hours worked and are paid overtime for each hour worked over 40 hours per week.
An exempt employee is not entitled to overtime pay according to the Fair Labor Standards Act (FLSA). To be exempt, you must earn a minimum of $684 per week in the form of a salary. Non-exempt employees must be paid overtime and are protected by FLSA regulations.
It also means that you set up your schedule and may have given up doing other things because you thought you had to work. Fortunately, California labor laws protect workers in California who are placed on-call or scheduled to work. Employment laws in California include a 4-hour minimum pay requirement.
