Don’t assume that your employer “has a system” for this and always gets it right. If you claim hours on your time sheet that you didn't work, you are guilty of time sheet fraud -- altering your time sheet so that you will get paid for hours that you were not actually at work. If you get caught, you can be arrested. Some state laws provide greater employee protections; employees are entitled to the higher minimum wage. Many employees, specifically those whose work is classified as professional, executive or administrative, and workers who earn more than $455 per week fall under the exempt category. New York Rest Breaks. If your paycheck doesn’t look right, it probably isn’t. For example, if your regular hourly wage is $12 an hour, and you worked 30 hours “off the clock” for … Company Bankruptcy. If your paycheck doesn’t look right, it probably isn’t. This behavior defrauds the company, as you receive pay under false pretenses. There are no wage and hour laws that limit the amount of hours that a person 18 years of age or older can work either by the day, week, or number of days in a row, or that require breaks for employees 16 years of age or older. Not required for employees whose total daily work time is less than 3 and ½ hours. Under the law, an employee who reports to work on time and is later sent home because of lack of work, having worked less than half of his or her regularly scheduled shift, is entitled to be paid for half the usual or scheduled day's work, but in no event for less than two hours nor more than four hours at his or her regular rate of pay. However, the FLSA does require that covered, nonexempt workers be paid not less than time and one-half the employee's regular rate for time worked over 40 hours in a workweek. Rest breaks in New York State are not required. I’m not getting paid for all the hours I worked! Employers may pay tipped employees a cash wage of not less than $2.13 per hour. If your employees are salaried, how many hours can they work? If you have not received your pay, the following courses of … However, if an employer chooses to do so, breaks, usually of the type lasting less than 20 minutes, must be paid. But the wage and hour rules can get complicated in a hurry. The Fair Labor Standards Act (FLSA) does not require extra pay for night work. Alabama employers are not required to provide a meal period or breaks to employees 16 years of age and over, thus the federal rule applies. Unpaid Wages, Bonuses, and Commissions. To learn more about meal and rest break rules, and other laws that protect you in the workplace, get Your Rights in … Don’t assume that your employer “has a system” for this and always gets it right. However, the FLSA does require that covered, nonexempt workers be paid not less than time and one-half the employee's regular rate for time worked over 40 hours in a workweek. Frequently asked questions about employee compensation and hour laws. Some, but not all, contract workers have contracts but independent contractors are not covered by federal or state employment laws. Employees whom the law defines as "administrative, executive, or professional" need not be paid overtime. To be considered exempt under the FLSA, administrative, executive, or professional employees must be paid on a salary basis and must spend most of their time performing job duties that require the use of discretion and independent judgment. Most employees have the right to be paid at least the Federal minimum wage ($7.25) for all hours worked regardless of whether you are paid by the hour, the day, or at a piece rate. Exempt Employees. Exempt vs. Nonexempt Employees. The issue of not getting your salary paid has been in the news as a result of the problems at NatWest, but while those employees will eventually … Applicable to employers of two or more employees at a … Most employees have the right to be paid at least the Federal minimum wage ($7.25) for all hours worked regardless of whether you are paid by the hour, the day, or at a piece rate. Note that a workweek may or may not commence on Monday; rather, a workweek is defined as a recurring period of 168 hours. Additionally, you may be entitled to additional benefits and penalties if your employer refuses to pay you in violation of local or state law. The Fair Labor Standards Act (FLSA) does not limit the number of hours per day or per week that employees 16 years and older can be required to work, according to the U.S. Department of Labor. Many employers provide employees with a rest or lunch break, whether paid or unpaid. Under the Fair Labor Standards Act (FLSA), you are not obligated to pay employees for time not worked–This includes vacation days in addition to holidays. Central to determining an employer’s obligation under the FLSA is the concept of “hours worked.” “Hours worked” is the term used by the US Department of Labor, courts, and employment law practitioners to distinguish between the time for which an employer must pay a non-exempt employee and the time for which the non-exempt employee need not be paid.