When is an employee working at two or more rates?

When is an employee working at two or more rates?

29 C.F.R. 778.115 – Employees working at two or more rates. Where an employee in a single workweek works at two or more different types of work for which different non-overtime rates of pay (of not less than the applicable minimum wage) have been established, his regular rate for that week is the weighted average of such rates.

Can you pay an employee for more than one job?

Pay for Employees Performing More than One Job Q&A If you have employees who want to work additional jobs for extra pay, you need to make sure you are paying them properly. Nonexempt employees may be owed overtime, while exempt employees generally can be paid the extra compensation without affecting their exempt status.

How are pay rates calculated for two jobs?

Typically, according to the FLSA regulations found at 29 C.F.R. §778.115, the employee’s regular rate of pay when he works two jobs is calculated as the weighted average of the different rates.

Can a person work two jobs at the same time?

Although these regulations focus on nonexempt work related to the exempt employee’s regular job, the same analysis can be applied when the employee works in a second, unrelated job. Thus, as long as the exempt employee devotes over 50% of all of her working time to exempt job duties she should continue to meet that exemption criterion.

29 C.F.R. 778.115 – Employees working at two or more rates. Where an employee in a single workweek works at two or more different types of work for which different non-overtime rates of pay (of not less than the applicable minimum wage) have been established, his regular rate for that week is the weighted average of such rates.

Plenty of employees work second or even third jobs to make ends meet or explore other career options. Even if you don’t work for another employer, you might be moonlighting if you have your own side business, such as freelance writing or consulting work.

Can a employer fire you for working a second job?

However, many states do not have broad off-duty conduct laws. If you work in one of these states, then your employer is probably free to fire you for working a second job. Of course, most employers don’t fire employees on a whim.

Can a company force a manager to work 65 hours a week?

If not, then they’re not managers, not exempt, and thus must be treated as any other hourly employee. To summarize, based on your facts, the employer cannot force the manager to work 65 hours per week, and the employer cannot force the manager to use vacation days to make up for a day not worked.

How are hourly rates determined for a job?

When an employee receives different hourly rates of pay throughout the week, generally, you determine the regular rate by dividing the total compensation received during the workweek by the total number of hours worked.

What happens when you have two different rates of pay?

In the situation of an employee who works two different jobs at two different rates of pay, the FLSA allows two different methods of computing the regular rate for overtime calculation purposes: 1) the weighted average and 2) the regular rate associated with the job that caused the overtime to occur.

What are the regulations for hiring two employees?

The two regulations that deal with those methods are shown below (the first deals with the weighted average method, and the second deals with the other method), along with examples of each: 29 C.F.R. 778.115 – Employees working at two or more rates.

When an employee receives different hourly rates of pay throughout the week, generally, you determine the regular rate by dividing the total compensation received during the workweek by the total number of hours worked.

In the situation of an employee who works two different jobs at two different rates of pay, the FLSA allows two different methods of computing the regular rate for overtime calculation purposes: 1) the weighted average and 2) the regular rate associated with the job that caused the overtime to occur.

How are overtime rates calculated for different jobs?

Typically, the overtime rate is easy to calculate by taking the employee’s regular hourly rate and multiplying by 1.5. This can get tricky however, when the employee performs two or more different jobs, each with different pay rates.