(1) Subject to subsections (2) and (3), if as required by an employer an employee reports for work on any day, the employer must pay the employee for a minimum of 2 hours at the regular wage whether or not the employee starts work, unless the employee is unfit to work or fails to comply with Part 3 of the Workers Compensation Act, or a regulation under that Part. The overtime rate payable for non-workmen is capped at the salary level of $2,600, or an hourly rate of $13.60. We are considering offering voluntary time off on slow work days. Labor Law and Hours of Work Per Day. And there is no rule that says they have to give you a minimum number of hours of work. There is a rule about getting paid for at least 3 hours when you work. If you were scheduled to work for 3 hours or more and get sent home, your employer must pay you for at least 3 hours at at least minimum wage.This does not apply to charitable organizations. He used to work at a different private, non-union company in NYS. Rules 839-020-0004(19) Hours worked is further defined as: work requested or required to be perform, as well as work not requested but suffered or permitted to be performed; There are exceptional circumstances where an employee may be required to work more than the daily or weekly limits on hours of work, or to work during a required rest period. 454 CMR 27.04 (2) On-call time Explains when employers are and are not required to pay for on-call time.. 454 CMR 27.04 (3) Sleeping time and working shifts 34. The employer has the legal right to set the schedule of hours to be worked and the employee does not have the right to refuse to work unless otherwise negotiated in a collectively bargained agreement. This rule applies only if you have regular work hours that are longer than 3 hours a day. You don’t have to agree on specific hours of work with your employee (unless you want your employee to be available outside a minimum guaranteed number of hours, as explained below). Adults may work an unlimited number of hours per day and per week, as the law sets no limits. 454 CMR 27.04 (1) Reporting pay or "show up" pay. In our “FLSA – Hours Worked” series we have reviewed situations, such as travel time, waiting time, on-call time, etc., that raise the question of whether the time should be considered hours worked for purposes of minimum wage and overtime compliance under the Fair Labor Standards Act (FLSA).In this segment of our series, we will discuss when show-up time should be considered hours worked. Hours worked includes work time as defined in Oregon’s minimum wage law. Georgia law does not require employers to pay employees for reporting or showing up to work if no work is performed. The new supervisor is insisting there is a law that requires NYS employers to pay hourly employees a minimum of 4 hours if the employee is punched in … Often, this does not exceed a 45 or 50-hour work week. The 3 hours could be all in a row or could be worked in a split shift. You can claim overtime if you are: A non-workman earning up to $2,600. If a job requires 55 or 60 (or more) hours to perform, many would consider it a poorly-designed job. This 3-hour minimum doesn’t apply if the employee isn’t available to work the full 3 hours. Salaried Employee Working Hours “Work time” constitutes any and all time an employee spends performing duties and activities related to completion of the job. The "3-hour" rule. Exceptional Circumstances. Overtime work is all work in excess of the normal hours of work (excluding breaks). An employer is also not required to pay an employee a minimum number of hours if the employer dismisses the employee from work prior to completing their scheduled shift. Where specific hours are uncertain or not agreed, you can just give “an indication of the arrangements relating to the times the employee is to work”. 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