Half com how does it work

Businesses that close on federal holidays are not required to pay their employees for the day off, and those that stay open are not obligated to pay employees extra for normal work hours. In general, holidays are considered regular workdays and employees receive their normal pay for time worked.

If the federal holiday falls on a weekend, it is generally observed on the closest weekday. Paid holidays are not required in the United States, however some employers may decide to provide compensation to their employees as a matter of policy, as laid out in an employment contract or employee handbook. In addition to the federal holidays listed above, other paid holidays might also include:.

Ultimately, paid holidays are up to each employer to define. If you have questions about documenting your holiday policy, ask a lawyer. If multiple employees request time off in observance of a religious holiday, an employer must accommodate such requests in a consistent and nondiscriminatory fashion. As stated by the Equal Employment Opportunity Commision EEOC , an employer is not required to accommodate all requests if the requests will bring hardships to the company.

Federal law views holidays as just another business day. That said, both federal and state law requires most employers, but not all , to pay overtime to employees whose hours meet the criteria. This is important if you hold special extended hours during the holiday season, or if you rely on employees to cover additional shifts. If your employees are entitled to overtime, calculating pay can be a bit tricky. The alternate method of scheduling and computing overtime under most Industrial Welfare Commission Wage Orders , based on an alternative workweek schedule of four hour days or three hour days does not affect the regular rate of pay, which in this case also would be computed on the basis of 40 hours per workweek.

The agreed upon regular hours must be used if they are less than the legal maximum regular hours. For example, if you work 32 to 38 hours each week, there is an agreed average workweek of 35 hours, and thirty-five hours is the figure used to determine the regular rate of pay. However, in circumstances where the workweek is less than 40 hours, the law does not require payment of the overtime premium unless the employee works more than eight hours in a workday or more than 40 hours in a workweek.

In other words, assuming you are employed under a policy that provides for a hour workweek, the law does not require the employer to pay the overtime premium until after eight hours in a workday or 40 hours in a workweek.

If you work more than 35 but fewer than 40 hours in a workweek, you will be entitled to be paid for the extra hours at your regular rate of pay unless you work over eight hours in a workday or 40 hours in a workweek. The piece or commission rate is used as the regular rate and you are paid one and one-half this rate for production during the first four overtime hours in a workday, and double time for all hours worked beyond 12 in a workday; or.

Divide your total earnings for the workweek, including earnings during overtime hours, by the total hours worked during the workweek, including the overtime hours.

For each overtime hour worked you are entitled to an additional one-half the regular rate for hours requiring time and one-half, and to the full rate for hours requiring double time. A group rate for piece workers is an acceptable method for computing the regular rate of pay. In using this method, the total number of pieces produced by the group is divided by the number of people in the group, with each person being paid accordingly. The regular rate for each worker is determined by dividing the pay received by the number of hours worked.

The regular rate cannot be less than the minimum wage. Yes, California law requires that employers pay overtime, whether authorized or not, at the rate of one and one-half times the employee's regular rate of pay for all hours worked in excess of eight up to and including 12 hours in any workday, and for the first eight hours of work on the seventh consecutive day of work in a workweek, and double the employee's regular rate of pay for all hours worked in excess of 12 in any workday and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek.

Yes, if it is a nondiscretionary bonus. A nondiscretionary bonus is included in determining the regular rate of pay for computing overtime when the bonus is compensation for hours worked, production or proficiency, or as an incentive to remain employed by the same employer.

Incentive bonuses include flat sum bonuses. To properly compute overtime on a flat sum bonus, the bonus must be divided by the maximum legal regular hours worked in the bonus-earning period, not by the total hours worked in the bonus-earning period. This calculation will produce the regular rate of pay on the flat sum bonus earnings. Overtime on a flat sum bonus must then be paid at 1. Overtime on production bonuses, bonuses designed as an incentive for increased production for each hour worked are computed differently from flat sum bonuses.

To compute overtime on a production bonus, the production bonus is divided by the total hours worked in the bonus earning period. This calculation will produce the regular rate of pay on the production bonus.

Overtime on the production bonus is then paid at. Overtime on either type of bonus may be due on either a daily or weekly basis and must be paid in the pay period following the end of the bonus-earning period. Discretionary bonuses or sums paid as gifts at a holiday or other special occasion, such as a reward for good service, which are not measured by or dependent upon hours worked, production or efficiency, are not subject to be paid at overtime rates and thus are not included for purposes of determining the regular rate of pay.

Yes, there are certain types of payments that are excluded from the regular rate of pay. Examples of some of the more common exclusions are sums paid as gifts for special occasions, expense reimbursements, payments made for occasional periods when no work is performed due to vacation, holiday, illness, failure of the employer to provide sufficient work, premium pay for Saturday, Sunday, or holiday work where such premium rate is not less than one and one-half times the rate established in good faith for like work performed in non-overtime hours on other days , and discretionary bonuses.

It depends. A salaried employee must be paid overtime unless they meet the test for exempt status as defined by federal and state laws, or unless they are specifically exempted from overtime by the provisions of the California Labor Code or one of the Industrial Welfare Commission Wage Orders regulating wages, hours and working conditions.

No, you are not entitled to any overtime pay. Overtime is calculated based on hours actually worked, and you worked only 40 hours during the workweek. Another example of where you get paid your regular wages but the time is not counted towards overtime is if you get paid for a holiday but do not work that day.

In such a case, the time upon which the holiday pay is based does not count as hours worked for purposes of determining overtime because no work was performed. Taking care of employee payroll is essential for running a successful business , and this means understanding the industry jargon inside out.

In essence, time and a half is a term related to overtime pay. It refers to the extra payment that you owe to your employees for any hours they have worked above the hour week. The standard overtime pay is time and a half the regular hourly payment.

In the sections below, you can find out the basics about time and a half, who you owe it to, and how to calculate it. Time and a half refers to the amount of extra payment that employees working overtime are entitled to receive.

The rate for overtime work is 1. Time and a half pay is due for any hours over the standard hour workweek for employees that qualify for overtime pay under the FLSA. You have to pay the time and a half rate for overtime hours to all of your hourly or non-exempt employees under the FLSA. If you fail to do so, you can end up with a lawsuit and a hefty bill. You may also have to provide back pay to your staff, as well as damages and legal fees.

To understand who you owe for overtime, you have to differentiate between exempt and non-exempt employees. Non-exempt workers , on the other hand, are included in the FLSA. You owe them time and a half pay for overtime hours. However, some states have more stringent overtime laws than the federal government. For example, certain states may require overtime pay on a daily rather than weekly basis.

This means you owe time and a half pay for every extra hour that an employee has worked above the standard 8 hours per day. Such is the case in the states of California, Alaska, and Nevada, among others. You owe overtime to all non-exempt employees in your company who have worked more than 40 hours for any given workweek.

According to the FLSA, it should be at least one and a half times their regular hourly wage. How you calculate overtime wages , however, differs between the hourly and salaried workers on your team.