Does anybody know how overtime pay works on a holiday?

[mrodgers]

Wouldn't that be a case where the worker could file an absentee ballot (assuming no early voting)?

No early voting. New mail in voting which many are against and I don't know how late you can get absentee ballot. This would be a last Thursday being put on the mandatory overtime list for today situation. I wouldn't be too pleased to find out last Thursday I couldn't vote.

 

[Foxhound3857]

Ended up being a nine hour shift at time and a half for each hour, plus eight hours of Holiday Pay. So roughly 21 1/2 hours of pay for today.

At $19.xx an hour, not too shabby for one days work.

 

[DisneyOma]

@starry_solo I believe a huge corporation would know the Labor laws and it was not illegal.

Oh they know, but they try to get around it. That's why unions are important - they keep their eye on this kind of stuff. Some companies try to get around the union by calling all of their salaried workers "managers" even thought their job descriptions do not align with the official definition. My husband worked for years for such a company, never got overtime unless there was a plant shutdown. He'd work way over 40 hours a week, and get nothing. He wasn't managing anyone, sat at a desk and reviewed systems, made plans for shutdowns. But there was no union for these "managers" so the company got away with it. He finally retired because of the stress and exhaustion he was dealing with daily.

 

[mrodgers]

Here is how it is where I am, assuming a regular 8 hour work day.

You get paid 8 hours holiday pay for the holiday. This 8 hours is counted as hours worked towards your 40 hours. So, work 36 hours (4 days), get paid 40 hours.

Anything you work over 36 hours is overtime because the 8 holiday hours gets counted to the 40.

If you work on the holiday, Those hours worked are paid at time and a half for working a holiday. That is not overtime, that is holiday worked. Those hours worked also get counted towards 40 hours. So now you have 16 hours counted as worked with 8 of them at time and a half. You only need 24 hours to reach 40 hours. Thus, work T, W, and T to get 40 hours and anything worked on Friday is overtime.

Total, working 4 days and off on the holiday is 40 hours.
Working the holiday 40 hours for the week pays 32 hours regular and 16 time and a half. That is of course all based on my workplace and only my workplace.

 

[karen4546]

Oh they know, but they try to get around it. That's why unions are important - they keep their eye on this kind of stuff. Some companies try to get around the union by calling all of their salaried workers "managers" even thought their job descriptions do not align with the official definition. My husband worked for years for such a company, never got overtime unless there was a plant shutdown. He'd work way over 40 hours a week, and get nothing. He wasn't managing anyone, sat at a desk and reviewed systems, made plans for shutdowns. But there was no union for these "managers" so the company got away with it. He finally retired because of the stress and exhaustion he was dealing with daily.

I think the OP is an hourly worker. My husband is now a salaried worker. He was an hourly worker and at his company, they paid overtime for hours over 40. Now, like your husband he works way more than 40 hrs and receives no overtime. But, he gets a larger bonus.

As far as my previous employer, i was an hourly worker-on the line. The plant managers were salaried and as far as I know, were not suffering from a torn rotator cuff, a scarred scapula, carpal tunnel etc.

Way off the subject of the OPs question and by now, OP knows how her company will compensate her for working yesterday.

 

[lanejudy]

Some companies try to get around the union by calling all of their salaried workers "managers" even thought their job descriptions do not align with the official definition.

Job title has nothing to do with it. Job duties and the level of independence in performing those duties determines exempt status. If your husband was a higher level employee who performed his work with minimal supervision or direct input from superiors, he qualified as exempt. If every morning the boss had to give him his orders for the day, and regularly check on the quality of that work, then he was probably misclassified.

 

[Allison]

Job title has nothing to do with it. Job duties and the level of independence in performing those duties determines exempt status. If your husband was a higher level employee who performed his work with minimal supervision or direct input from superiors, he qualified as exempt. If every morning the boss had to give him his orders for the day, and regularly check on the quality of that work, then he was probably misclassified.

This is exactly what I was going to make note of.

 

[DisneyOma]

Job title has nothing to do with it. Job duties and the level of independence in performing those duties determines exempt status. If your husband was a higher level employee who performed his work with minimal supervision or direct input from superiors, he qualified as exempt. If every morning the boss had to give him his orders for the day, and regularly check on the quality of that work, then he was probably misclassified.

Not according to the federal description of the job - but the 2004 rule change of the FLSA gave a new layer of fudging to the employer. My husband's duties included lots of reporting out to superiors on a daily basis, etc. It was a battle he tried to fight, and got worn out to the bone fighting. It's disgusting that the higher ups at these power companies are raking in huge bonuses while trying to deny overtime to workers pulling 72 hours a week for months during shutdowns. He had to work 20 hours of unpaid overtime a month and then they'd start to give him standard pay (not time and a half) for the extra time he had to work. They burned out so many really intelligent, useful employees this way. He was one of the last ones in his office to hold out this long.