If it’s anything less than the 1.5x overtime rate for any time beyond 40 hours, then he’s also planning to violate Federal labor law.
I strongly suspect this dweeb does not understand that the Federal minimum for overtime pay is neither optional nor negotiable, or he is vainly hoping that his employees don’t.
If this company is in the US, overtime isn’t mandatory for all job categories. If they’re on a salary or some other excepted position (can’t remember if there are other excepted categories), then overtime pay isn’t required by law.
I was just pointing out a caveat to the comment I replied to. We don’t know the entire context here one way or another (e.g. Is the owner talking about hourly employees or possibly offering pay incentives to salaried employees to work overtime?).
Strongly suspect that “a % of the overtime rate” is a lot less than 100%, too.
If it’s anything less than the 1.5x overtime rate for any time beyond 40 hours, then he’s also planning to violate Federal labor law.
I strongly suspect this dweeb does not understand that the Federal minimum for overtime pay is neither optional nor negotiable, or he is vainly hoping that his employees don’t.
If this company is in the US, overtime isn’t mandatory for all job categories. If they’re on a salary or some other excepted position (can’t remember if there are other excepted categories), then overtime pay isn’t required by law.
Yes, but if they’re salaried no one would be talking about overtime in the first place. There’s no middle ground, here.
I was just pointing out a caveat to the comment I replied to. We don’t know the entire context here one way or another (e.g. Is the owner talking about hourly employees or possibly offering pay incentives to salaried employees to work overtime?).
You got it. Pay incentives.
Who knows. Could be 300%. In which case maybe it’s worth it. Lol.
Which is galling, in its own right, as it’s – by definition – all overtime.
Not if you’re salaried exempt!