Georgia Overtime Report
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FAQ
Georgia recognizes the exemption from overtime requirements for all the categories of employees identified by the Department of Labor. Exemptions from the law are narrowly defined and the employer must prove that the exemption rules apply.
If not otherwise provided by a contract, the working time set by an employer during which an employee fulfills work shall not exceed 41 hours per week. Working time does not include a break and rest time.
No, you cannot be fired for discussing wages at work. The majority of employed and working Americans are protected from discipline exercised simply due to protected classes, such as age, gender, race, and so forth.
Georgia Department of Labor You can reach the Georgia DOL at 404-656-3045 in Metro Atlanta or 877-709-8185 from elsewhere in the state.
What are the maximum hour rules? Georgia law has no overtime compensation provision and, for most adult workers, no maximum hour law. With certain exceptions, individuals employed in cotton and woolen manufacturing facilities may not work over 10 hours per day or 60 hours in a week (see O.C.G.A. § 34-3-1).
You cannot forbid employees either verbally or in written policy from discussing salaries or other job conditions among themselves. Discussing salary at work is protected regardless of whether employees are talking to each other in person or through social media.
An employer doesn't violate overtime laws by requiring employees to work overtime, (ie mandatory overtime), as long as they are properly compensated at the premium rate required by law.
What are the maximum hour rules? Georgia law has no overtime compensation provision and, for most adult workers, no maximum hour law. With certain exceptions, individuals employed in cotton and woolen manufacturing facilities may not work over 10 hours per day or 60 hours in a week (see O.C.G.A. § 34-3-1).
If your contract says you have compulsory overtime but it's 'non-guaranteed', your employer doesn't have to offer overtime. But if they do, you must accept and work it. Your employer could take disciplinary action or dismiss you if you don't do the overtime you've agreed to.
The simple answer is No. An employer cannot prohibit salary discussion among employees according to the National Labor Relations Act (NLRA).
