What rights do salary employees have?

Under California employment law, salaried employees can be classified as exempt or non-exempt. Exempt salaried employees may not be eligible for overtime; however, employers have to pay salaried exempt employees at twice the minimum hourly wage based on a 40-hour workweek.

Can an employer require a salaried employee to work more than 40 hours?

Although some employers require exempt employees to track their hours worked, many do not. An exempt employee is not paid overtime wages for hours worked over 40 in a workweek. To be considered exempt from FLSA, an employee must be paid on a salary basis, and must have exempt job duties.

Can I be forced to take a pay cut?

The short answer is yes — in the vast majority of cases, pay cuts are perfectly legal. That’s because most employment contracts in the United States are at-will, meaning both the employer and employee can sever the relationship at any point for any reason, with some limitations, such as for discriminatory purposes.

What are the exemptions for salaried employees?

Exemption of Allowances

• House Rent Allowance. A salaried individual having a rented accommodation can get the benefit of HRA (House Rent Allowance).
• Standard Deduction.
• Leave Travel Allowance (LTA)
• Mobile reimbursement.
• Books and Periodicals.
• Food coupons.
• Relocation allowance.
• Children Allowances.

Is it legal to work 80 hours a week on salary?

For adult employees, there is no legal limit to the number of hours that one can work per week, but the Fair Labor Standards Act dictates standards for overtime pay in both the private and public sector.

What is the new overtime law for salaried employees?

The federal overtime provisions are contained in the Fair Labor Standards Act (FLSA). Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay.

What is the new federal law on salaried employees?

Effective January 1, 2020, employers must pay employees a salary of at least $684 per week. The FLSA’s minimum salary requirement is set to remain the same in 2021.

What if a salaried employee works more than 40 hours?

An exempt employee is not paid overtime wages for hours worked over 40 in a workweek. To be considered exempt from FLSA, an employee must be paid on a salary basis, and must have exempt job duties.

Can my employer reduce my basic salary?

Legally, an employer cannot impose a pay cut upon its employees if they have an employment contract that sets out details of their salary entitlement. This decision is therefore one the employees in questions will have to consent to.

What can I do if my employer wants to reduce my salary?

If the payroll department insists that your paycheck is correct, ask your supervisor what is happening. Tell him or her that it is illegal for the company to reduce your pay without giving prior notice. If that still doesn’t work, file a complaint with Human Resources and your boss’s supervisor.

What is the minimum wage in Ohio?

The current 2020 Ohio minimum wage is $8.70 per hour for non-tipped employees and $4.35 for tipped employees. “The Constitutional Amendment (II-34a) passed by Ohio voters in November 2006 states…

What are the employment laws in Ohio?

Wage and Hour Laws in Ohio. The federal Fair Labor Standards Act (FLSA) sets the wage and hour standards employers must follow, including the minimum wage, overtime, and other wage protections. Employers must pay the highest minimum wage applicable to employees.

What is minimum wage in Ohio for a waitress?

The current Ohio minimum wage of $8.80 per hour is the lowest amount a non-exempt employee in Ohio can legally be paid for hourly work. Special minimum wage rates, such as the “Ohio waitress minimum wage” for tipped employees, may apply to certain workers. [1]

What are prevailing wage laws?

Prevailing wage laws are federal and state laws that require contractors and subcontractors on public jobs must pay the majority of their workers no less than the local, prevailing wage rate.