Employees of today aren’t just limited to working 8 hours a day and that is why some companies are looking for cloud bookkeeping services. There are more and more employees who don’t work the traditional hours depending on the demand for their job. There are employees who work more than 8 hours a day and there are also others who work on call. With this deviation from the traditional work hours setting, let us find out how these circumstances impact the wage of the employees who have this kind of setting.
In the United States, there are federal laws made to help make sure that the employees are fairly treated in the workplace. An example of the laws that have something to do with the employment is the Fair Labor Standard Act, which is where you can find the minimum wage as well as the required overtime payments for employees. But not all companies are covered by the FLSA, only those who do interstate business, production of goods, or handling of goods in addition to having an annual revenue of $500,000.
Those who do not fall into the categories above may also be under the FLSA if they are hospitals; institutions that provide care for in-house patients whether they are sick, disabled, aged or mentally ill; schools; and government agencies whether local, federal or state.
The Overtime Pay
Even if the employer or business is under the FLSA, the employee may still not be entitled to an overtime pay. There are lots of exemptions such as those found below:
• Employee is a seaman on foreign ships
• Employee works in a motion picture theatre
• Domestic employees who live in their employer’s residence
• Employees who work for small newspapers or phone communication companies
• Employees who work at businesses that provide amusement or recreational activities during a certain season or time only
• Professional employees.
It can be quite confusing as to whether you are covered by the overtime pay law or not but one sure way to clear things out is to hire best labor attorney that can help explain everything to you. In this way, you will know your rights as an employee and be treated fairly.
Aside from the overtime pay, many employees also get confused about their payments when they are on call. Through the help of technology, most employees can be easily contacted when they are needed. Whether the employee should be paid or not may depend on several different factors and to determine this, one should consider the following:
• Location – If the employee is required to stay in the employer’s or a client’s property or somewhere nearby, the employee should be paid.
• Constraints and restrictions – You should also take a look at the constraints that the employer puts on the employee on the time that the employee is considered on call. The more they are, the more likely the employer should pay the employee.
• Call frequency – It should also determine how often the employee will be called for work while they are on call. If it is rare that the employee is called back to work, then the employer may not be required to pay the employee at that time.
• Allotted time for the employee to respond – If the employer requires the employee to respond immediately as soon as the call is made or be on the look-out for the call or message, then the employer should pay.