New York Nonexempt Employee Time Report
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How to fill out Nonexempt Employee Time Report?
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FAQ
If you work a regular, 40-hour work week without an employment contract, you are probably non-exempt. No matter what your job title is, if you earn less than $913/week (gross), you are non-exempt. If you are not an executive, or an administrative or professional employee, you are probably non-exempt.
Nearly all covered employees are entitled to overtime pay for all hours worked beyond 40 hours in the workweek. For residential employees, entitlement to overtime pay occurs for all hours worked beyond 44 hours in the workweek.
A. Yes, you are entitled to one hour of reporting time pay. Under the law, if an employee is required to report to work a second time in any one workday and is furnished less than two hours of work on the second reporting, he or she must be paid for two hours at his or her regular rate of pay.
Reg. 285/01, which is being retained for transitional purposes. Subsection 21.2(1) provides that, under certain circumstances, employees must be paid at least three hours' pay at the employee's regular rate of pay, even though the employee has worked less than three hours.
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments.
For all New York employees other than those in the hospitality industry, if the employee reports to work and is sent home, the employee is entitled to at least four hours of pay, or the number of hours in the regularly scheduled shift, whichever is less, at the basic minimum hourly wage.
FeffThe Fair Labor Standards Act (FLSA), governs the process that Compensation Analysts use to determine whether a position is either eligible for over-time pay for hours worked in excess of 40 per week (non-exempt) or is paid a flat sum for hours worked, even if they exceed 40 hours within a workweek (exempt).
New York has enacted laws governing wages and hours, the focus of the federal law. There is a discussion of the state law in these areas. Because the federal FLSA applies to virtually all enterprises involved in interstate activities, most New York employers are covered by both state and federal law.
A. "Reporting time pay is a form of wages that compensate employees who are scheduled to report to work but who are not put to work or furnished with less than half of their usual or scheduled day's work because of inadequate scheduling or lack of proper notice by the employer.
The jurisdictions that do have reporting-time pay laws are: California, Connecticut, the District of Columbia, Massachusetts, New Hampshire, New Jersey, New York, Oregon (minors only), and Rhode Island.
