Florida can you give comp time instead of overtime pay
Comp Time. Comp Time, or Compensatory Time, is an alternate way of rewarding overtime work. Instead of paying an hourly employee time-and-a-half for work done over the time allotted in the normal work week, employers would allow an hour and a half of time off for each hour of overtime worked.LSA mandates that non-exempt employees be paid at the rate of 1.5 times the hourly wage for every hour over 40 worked in a week. Non-exempts must be paid in dollars for their overtime and cannot receive compensatory time instead. The FLSA permits certain state and local government employers to grant comp time off at a rate of not less than one and one-half hours for each hour of overtime worked instead of paying overtime cash compensation.he premise behind the overtime requirement is simple. The FLSA requires that overtime must be paid for all hours worked over 40 in a single workweek. Since overtime is calculated based on the amount of time a nonexempt employee works in a single workweek, it cannot be averaged over two or more weeks. 1  Page. Florida's overtime minimum wage is $12.80 per hour, one and a half times the regular Florida minimum wage of $8.50. If you earn more then the Florida minimum wage rate, you are entitled to at least 1.5 times your regular hourly wage for all overtime worked.ost hourly employees in the Florida are entitled to a special overtime pay rate for any hours worked over a total of 40 in a single work week (defined as any seven consecutive work days by the Fair Labor Standards Act). If the employee took 15 hours off in the second week of the pay period, however, his or her paycheck would remain the same -- the employee would receive $300 in overtime pay, but would be docked $300 (15 hours multiplied by $20 an hour) for the time not worked.t is generally illegal to give employees straight comp time -- one hour off for every extra hour worked -- rather than overtime pay. Related Products. The premise behind the overtime requirement is simple. The FLSA requires that overtime must be paid for all hours worked over 40 in a single workweek. Since overtime is calculated based on the amount of time a nonexempt employee works in a single workweek, it cannot be averaged over two or more weeks.1  Page. 2  1.he premise behind the overtime requirement is simple. The FLSA requires that overtime must be paid for all hours worked over 40 in a single workweek. Since overtime is calculated based on the amount of time a nonexempt employee works in a single workweek, it cannot be averaged over two or more weeks. 1  Page. Private employers are not allowed to give straight compensatory or comp time -- one hour off for every hour worked -- because this type of arrangement cheats employees out of their higher overtime pay.rivate employers are not allowed to give straight compensatory or comp time -- one hour off for every hour worked -- because this type of arrangement cheats employees out of their higher overtime pay. Most workers who are paid an hourly wage and work more than 40 hours in a 7-day work week must be paid overtime. When paying overtime, a business must pay at least one and one-half times the worker’s regular hourly rate.vertime is based on the number of hours worked in a seven-day work week, not on the pay period. Some pay periods can be more than 80 hours long because of the number of work days in the pay period. Non-exempt employees are paid by the hour, exempt employees receive a salary. FLSA mandates that non-exempt employees be paid at the rate of 1.5 times the hourly wage for every hour over 40 worked in a week. Non-exempts must be paid in dollars for their overtime and cannot receive compensatory time instead.LSA mandates that non-exempt employees be paid at the rate of 1.5 times the hourly wage for every hour over 40 worked in a week. Non-exempts must be paid in dollars for their overtime and cannot receive compensatory time instead. If you believe you have not been paid proper comp time by your employer or former employer OR that your employer is illegally using comp time rather than paying you time and a half for overtime hours, call 1-888-OVERTIME [888-683-7846] or click here for a free consultation today.t the time of termination an employee must be paid the higher of (1) his/her final regular rate of pay or (2) the average regular rate during his\her last three years of employment for any comp time remaining on the books when termination occurs. Call us at (888)OVERTIME today. Though comp time can be popular with employees, it may not be the best reward for you to offer. Not only is it illegal to offer to non-exempt employees in exchange for overtime pay, but it can cause problems even when offered to exempt employees.or example: If you do offer comp time, make sure you cover the rules with a strict and stringent company policy. Also make sure comp time is used as an occasional reward, not an hour-for-hour overtime exchange.
Yes