One factor that determines whether an employee is entitled to time-and-a-half overtime rates is the amount they earn per year. Currently, if an employee is salaried and earns more than $455 per week ($23,660 per year), they can be exempt from overtime pay if they have certain job duties. However, if an employee earns less than this amount, they are entitled to overtime no matter what their job entails.
The minimum threshold for overtime exemption has remained constant for some time despite inflation. Now, however, the Department of Labor (DOL) has announced a final rule that increases this threshold starting January 1, 2020. As of next year, employers will be required to pay overtime to all employees who earn less than $684 per month ($35,568 per year). The DOL estimates about 1.2 million people will be automatically qualified to start receiving overtime pay when they did not before.
Possible Employee Concerns
Employers should engage in sufficient preparation to ensure all payroll is correct starting on January 1. All employees who work more than 40 hours in a week or eight hours in a day should carefully keep track of their hours and ensure their paycheck reflects the correct overtime pay. Some employers may try to avoid paying for all hours worked, which is in violation of both the federal Fair Labor Standards Act (FLSA) and the California Labor Code. If you suspect that your employer is not in compliance with the law and owes you unpaid overtime, you should not wait to discuss the matter with a labor lawyer in Los Angeles.
Contact a Labor Lawyer in Los Angeles about Any Concerns
At the law firm of Martin & Bontrager, APC, we help employees when employers violate their rights under the law. Call 323.940.1700 or contact us online if you believe you might have a labor case today. Our Los Angeles employment attorneys are ready to help.