There would have been many instances where you had to stay some extra hours at your office and did overtime for your employer. As an employee, it is important for you to understand overtime pay laws in Connecticut.
The laws in Connecticut are made to protect worker’s rights, but navigating them can be complex. Carey & Associates, P.C., a leading law firm in employment law, can provide you with helpful and valuable insights into these rules and help employees understand when they should get it and how it is calculated.
If you are working extra hours regularly or occasionally, it is important for you to know and understand overtime laws to help you know if you are getting underpaid or not. Read this article to learn more.
When Do You Qualify For Overtime?
In Connecticut, not all employees are supposed to get overtime pay. Your eligibility is decided by your job class, role, and your responsibilities. The Fair Labor Standards Act (FLSA) sets the federal standard, but Connecticut laws can change your eligibility.
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Non-Exempt Employees
Most employees, such as hourly workers, are considered non-exempt and are eligible for overtime pay.
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Exempt Employees
If you are an executive, administrator, or outside sales employee, then you can be classified as exempt.
One of the factors that decide if you are eligible for overtime can be your job duties and responsibilities rather than your job title. Secondly, if your salary is above a certain set threshold, then you can be classified as exempt from overtime.
How To Calculate Your Overtime Pay
If you are eligible for overtime, then it is important that you calculate overtime pay correctly so that you know you are getting the compensation you deserve.
If you are getting paid the same as your hourly rate, then you are not receiving the right compensation for your overtime. Overtime pay is one and a half times your regular rate.
It is important that you calculate your overtime pay beforehand.
- Calculate the number of hours you have worked above the 40-hour mandate in a single week.
- Multiply the extra hours by 1.5 times your regular hourly pay.
Knowing the right amount can help you check if your employer is following the law or not.
Common Violation Of Overtime Laws and How to Deal with Them
Even though there are clear laws and regulations related to overtime, some employers still commit violations. Employers can sometimes unintentionally or deliberately bypass these laws, which can lead to unpaid wages. Common reasons may include:
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Misclassification of Employees
One of the most common issues is that employees are misclassified as exempt when they are eligible for overtime. This can lead to you not getting paid your well-deserved overtime compensation.
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Not Paying for All Hours Worked
Employers sometimes do not pay for time that is spent on activities like prep work, meetings, or training, which should be counted as paid time. Make sure you are getting paid for any such instances.
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Incorrect Calculation
Miscalculation of overtime rates can be a common error that can result in unpaid wages. Always calculate beforehand to find any unpaid wages usrealtyis.
If you believe you have not been paid your overtime compensation correctly, then first check your basic pay and your overtime pay, check how many hours you have worked, and calculate your expected pay. This can help you cross-check if you have really been paid less.
After calculating, raise the issue with your employer or HR department and ask for clarification or correction. If the issue is not yet resolved, then seek legal help.
Protect Your Rights Today!
If you believe that you have not been paid for your overtime, then don’t hesitate to claim your rights today. Hire an experienced attorney who can work toward protecting your rights and securing the pay you deserve.
