If you work more than 40 hours a week and are a non-exempt employee, you should expect to receive overtime pay for your extra hours. Federal laws are in place to protect and enforce overtime laws, and there are very strict guidelines on who can and cannot be considered a non-exempt employee.
However, these laws can and do change from time to time. Recently, for example, a change was announced that expands who is entitled to overtime. This can be of great interest to you if you are currently a salaried, exempt employee.
Current rules dictate that if you earn a salary, you can only collect overtime pay if that salary is $23,660 or less. This limit was set as an indicator of "high-level" employment. However, the rule was established over a decade ago and has not been updated in years, which means it doesn't reflect factors like cost-of-living adjustments.
According to the new overtime rule, that salary limit will increase to $47,476. This means that if your salary is between $23,660 and $47,476, you will be eligible for overtime. According to reports, this extends overtime benefits to more than 4.2 million people in the U.S.
It is likely that employers in Florida and other states may make some changes to keep these employees from earning overtime. For example, they could give workers a salary increase that again makes them ineligible for overtime, or they may change job descriptions that change how an employee is classified. They might also consider changing compensation structures from salary to hourly pay.
What this all means is that right now might be a very good time for employees and employers to reassess employment classification and compliance with overtime laws. If you are someone who should be collecting overtime but you aren't, it can be crucial that you consult an attorney to examine the legal options available to you.
Employees have rights that must be protected. If you are not being fairly compensated, you can file a legal claim to protect yourself, your rights and your livelihood.