{"id":131571,"date":"2024-04-16T19:30:57","date_gmt":"2024-04-16T17:30:57","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=131571"},"modified":"2024-04-16T19:30:57","modified_gmt":"2024-04-16T17:30:57","slug":"florida-overtime-wage-law","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/florida-overtime-wage-law\/","title":{"rendered":"Florida Overtime Wage Law"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Florida has a <\/span><b>thriving economy<\/b><span style=\"font-weight: 400;\"> that\u2019s driven by a diverse range of industries including <\/span><b>agriculture, tourism, manufacturing and international trade<\/b><span style=\"font-weight: 400;\">. Some of these industries rely heavily on <\/span><b>overtime <\/b><span style=\"font-weight: 400;\">to keep things ticking over during busy periods. Others rely less on <\/span><b>employees working extra hours<\/b><span style=\"font-weight: 400;\">, as is the case with most office-based jobs. However, most employers will encounter <\/span><b>overtime pay<\/b><span style=\"font-weight: 400;\"> at some point or another, so it\u2019s essential that you keep up with the requirements of the <\/span><b>Florida overtime wage law<\/b><span style=\"font-weight: 400;\"> if you run a business in The Sunshine State.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Today\u2019s guide for employers has got your back. We are going to share everything you need to know about the <\/span><b>Florida overtime wage law<\/b><span style=\"font-weight: 400;\"> so that you can stay <\/span><b>compliant<\/b><span style=\"font-weight: 400;\">, avoid costly <\/span><b>fines and penalties<\/b><span style=\"font-weight: 400;\">, keep your<\/span><b> business operations<\/b><span style=\"font-weight: 400;\"> running smoothly, and build a <\/span><b>happy and productive workforce<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#What\">What Is Overtime And Is It Regulated?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Florida\">Florida Overtime Wage Law<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Who\">Who is Covered By The Florida Overtime Law?<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#How\">How To Calculate Overtime Pay in Florida<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Example\">Example of Overtime Calculations<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Obligations\">Florida Overtime Wage Law: Employer Obligations<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><a href=\"#Factorial\">Factorial: Streamline Florida Overtime Wage Law Compliance<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.co.uk\/time-attendance-signing\"><span style=\"font-weight: 400;\">An attendance tracking software for every industry<\/span><\/a>\u00a0<span style=\"font-weight: 400;\">\u2705<\/span><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.co.uk\/request-demo\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-130408 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg\" alt=\"factorial hr software demo\" width=\"926\" height=\"318\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-300x103.jpg 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value-768x263.jpg 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/03\/02145649\/factorial-demo-banner-value.jpg 800w\" sizes=\"(max-width: 926px) 100vw, 926px\" \/><\/a><\/p>\n<h2><b><a name=\"What\"><\/a>What Is Overtime And Is It Regulated?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Overtime refers to <\/span><b>any extra hours that an employee works outside of their regular, scheduled workweek<\/b><span style=\"font-weight: 400;\">. Because this extra time is not included in their normal working hours, <\/span><b>non-exempt employees are entitled to receive additional compensation for this work<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Overtime isn\u2019t just about <\/span><b>staying late occasionally<\/b><span style=\"font-weight: 400;\">; it\u2019s a <\/span><b>structured part of many jobs<\/b><span style=\"font-weight: 400;\"> as many industries rely on it to <\/span><b>maintain production levels during peak seasons<\/b><span style=\"font-weight: 400;\"> and fill gaps caused by <\/span><b>staffing shortages or surges in commercial demands<\/b><span style=\"font-weight: 400;\">. This includes construction, IT, healthcare and retail. Overtime is also sometimes common in office settings when there are specific <\/span><b>project demands, tight deadlines, or staffing challenges<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, <\/span><b>how is overtime regulated in the U.S.?<\/b><span style=\"font-weight: 400;\"> Essentially, there are <\/span><b>two levels<\/b><span style=\"font-weight: 400;\"> of regulation: <\/span><b>federal and state<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In terms of <\/span><b>federal guidelines<\/b><span style=\"font-weight: 400;\">, employers must meet the requirements of the <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa#:~:text=The%20Fair%20Labor%20Standards%20Act%20(FLSA)%20establishes%20minimum%20wage%2C,%2C%20State%2C%20and%20local%20governments.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Fair Labor Standards Act (FLSA)<\/span><\/a><span style=\"font-weight: 400;\">, which establishes <\/span><b>overtime pay, minimum wage and child labor standards<\/b><span style=\"font-weight: 400;\"> for <\/span><a href=\"https:\/\/factorialhr.com\/blog\/part-time-vs-full-time\/\"><span style=\"font-weight: 400;\">full and part-time workers<\/span><\/a><span style=\"font-weight: 400;\"> in the private sector and in federal, state and local governments.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, the FLSA offers certain <\/span><b>key protections for covered employees<\/b><span style=\"font-weight: 400;\"> in terms of overtime:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Overtime threshold<\/b><span style=\"font-weight: 400;\">. Unless exempt (see below), employees working more than 40 hours in a workweek are entitled to overtime pay.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Federal overtime rate<\/b><span style=\"font-weight: 400;\">. Overtime pay must be at least 1.5 times the employee&#8217;s regular rate of pay.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Overtime rate calculations<\/b><span style=\"font-weight: 400;\">. The FLSA considers various forms of compensation when calculating the &#8220;regular rate&#8221; for overtime. This includes salary, bonuses, commissions, and certain non-cash benefits.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Some jurisdictions also have their own <\/span><b>state overtime laws<\/b><span style=\"font-weight: 400;\">, too. This means that it\u2019s important to <\/span><b>check the requirements in your state<\/b><span style=\"font-weight: 400;\"> before defining your overtime policy. More on this in the section below on the Florida overtime wage law.<\/span><\/p>\n<h3><b>Is Mandatory Overtime Legal?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Ok, next question: <\/span><b>can employers force their employees to work overtime?<\/b><\/p>\n<p><span style=\"font-weight: 400;\">This is a bit of a gray area. The FSLA <\/span><b>does not enforce <\/b><a href=\"https:\/\/factorialhr.com\/blog\/mandatory-overtime\/\"><b>mandatory overtime<\/b><\/a><span style=\"font-weight: 400;\">. It also does not place a <\/span><b>maximum limit <\/b><span style=\"font-weight: 400;\">on the number of hours employers can require their employees to work. However, <\/span><b>some states have regulations or restrictions in place<\/b><span style=\"font-weight: 400;\">. For example, California places limitations on mandatory overtime for employees who have clocked 72 hours or more in the previous week.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, there are <\/span><b>certain exceptions where overtime cannot be enforced<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This includes:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If you are a <\/span><b>non-interstate commerce<\/b><span style=\"font-weight: 400;\"> company.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If employees are <\/span><b>exempt from the FSLA<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If any of your employees come under the <\/span><a href=\"https:\/\/www.eeoc.gov\/statutes\/rehabilitation-act-1973\" target=\"_blank\" rel=\"noopener\"><b>Rehabilitation Act<\/b><\/a><b> or the <\/b><a href=\"https:\/\/factorialhr.com\/blog\/americans-with-disabilities-act\/\"><b>Americans with Disabilities Act (ADA)<\/b><\/a><span style=\"font-weight: 400;\">. In this case, you must make <\/span><b>reasonable accommodations<\/b><span style=\"font-weight: 400;\"> for a disability by modifying an employee\u2019s scheduled overtime.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Nonetheless, provided your employees <\/span><b>don\u2019t meet any of the above exemptions<\/b><span style=\"font-weight: 400;\">, then, generally speaking, you can ask them to <\/span><b>work overtime without any prior notice<\/b><span style=\"font-weight: 400;\">. However, you <\/span><b>can\u2019t ask them to work off the clock<\/b><span style=\"font-weight: 400;\"> as this would violate the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/\"><span style=\"font-weight: 400;\">Fair Labor Standards Act<\/span><\/a><span style=\"font-weight: 400;\"> (FLSA).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, despite all the above, employers in the U.S. also need to be mindful of additional <\/span><a href=\"https:\/\/factorialhr.com\/blog\/wage-and-hour-laws\/\"><span style=\"font-weight: 400;\">wage and hours laws<\/span><\/a><span style=\"font-weight: 400;\"> as well as any <\/span><b>collective bargaining agreements<\/b><span style=\"font-weight: 400;\"> that might apply before implementing a <\/span><b>mandatory overtime policy<\/b><span style=\"font-weight: 400;\">. For instance, these legal frameworks often define the <\/span><b>maximum number of hours an employee can work in a day or week<\/b><span style=\"font-weight: 400;\">. They also specify <\/span><b>overtime compensation rates<\/b><span style=\"font-weight: 400;\"> and outline the <\/span><b>conditions under which mandatory overtime can be enforced<\/b><span style=\"font-weight: 400;\">. This includes the rules for <\/span><a href=\"https:\/\/factorialhr.com\/blog\/managing-overtime-exempt-employees\/\"><span style=\"font-weight: 400;\">managing overtime for exempt employees<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Florida\"><\/a>Florida Overtime Wage Law<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from <\/span><b>federal regulations<\/b><span style=\"font-weight: 400;\">, there are a number of <\/span><a href=\"https:\/\/factorialhr.com\/blog\/labor-laws-in-the-state-of-florida\/\"><span style=\"font-weight: 400;\">labor laws in Florida<\/span><\/a><span style=\"font-weight: 400;\"> that employers need to comply with.<\/span><\/p>\n<p><b>These include<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/\"><span style=\"font-weight: 400;\">Anti-discrimination laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-workplace-harassment-in-florida\/\"><span style=\"font-weight: 400;\">Workplace harassment laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/workers-compensation-in-florida\/\"><span style=\"font-weight: 400;\">Workers\u2019 compensation laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/unemployment-compensation-in-florida\/\"><span style=\"font-weight: 400;\">Unemployment compensation laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-employee-tax\/\"><span style=\"font-weight: 400;\">Florida employee tax laws<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-warn-act-notice\/\"><span style=\"font-weight: 400;\">The Florida WARN Act<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/family-and-medical-leave-act-florida\/\"><span style=\"font-weight: 400;\">The Family and Medical Leave Act Florida (FMLA)<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-minimum-wage\/\"><span style=\"font-weight: 400;\">The Florida minimum wage<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Laws regulating <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-holidays\/\"><span style=\"font-weight: 400;\">Florida state holidays<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/factorialhr.com\/blog\/florida-laws-on-firing-employees\/\"><span style=\"font-weight: 400;\">Florida laws on firing employees<\/span><\/a><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In terms of overtime, <\/span><b>Florida doesn\u2019t have its own overtime wage law<\/b><span style=\"font-weight: 400;\">. Instead, <\/span><b>the state enforces the Fair Labor Standards Act (FLSA) for most overtime regulations<\/b><span style=\"font-weight: 400;\">. There are a few <\/span><b>minor distinctions<\/b><span style=\"font-weight: 400;\">, though. For one thing, while the FLSA focuses on a 40-hour workweek threshold, <\/span><b>some manual laborers in Florida are entitled to overtime for exceeding 10 hours in a single workday<\/b><span style=\"font-weight: 400;\">. However, this isn&#8217;t a definitive state law. Instead, it\u2019s regulated by <\/span><b>industry guidelines<\/b><span style=\"font-weight: 400;\">. To the same effect, <\/span><b>construction workers <\/b><span style=\"font-weight: 400;\">might be subject to<\/span><b> union agreements<\/b><span style=\"font-weight: 400;\"> or contracts that stipulate <\/span><b>different overtime pay rates or conditions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For the purpose of today\u2019s article, we will focus on the<\/span><b> FSLA<\/b><span style=\"font-weight: 400;\"> and <\/span><b>how it impacts <\/b><a href=\"https:\/\/factorialhr.com\/blog\/managing-overtime-exempt-employees\/\"><b>exempt<\/b><\/a><b> and non-exempt employees<\/b><span style=\"font-weight: 400;\"> in the state.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s start by looking at <\/span><b>which employees specifically are covered by the<\/b> <b>Florida overtime wage law<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Who\"><\/a>Who is Covered By The Florida Overtime Law?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">As we just mentioned in the previous section, <\/span><b>overtime laws are governed by the federal Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\"> as the state does not have separate overtime regulations. But <\/span><b>who is covered by this Act?<\/b><span style=\"font-weight: 400;\"> Which<\/span><b> types of employees<\/b><span style=\"font-weight: 400;\"> are protected by this federal overtime law?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Actually, it\u2019s most employees, although there are <\/span><b>exemptions in terms of eligibility<\/b><span style=\"font-weight: 400;\"> and <\/span><b>special cases where requirements don\u2019t apply<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s an outline of <\/span><b>who is covered by the Florida overtime wage law<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>General application<\/b><span style=\"font-weight: 400;\">. The FLSA\u2019s overtime rules apply nationwide, including all cities in Florida. This means that employees in Tampa, Tallahassee, Orlando, and Miami are covered under the same federal overtime provisions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Non-exempt employees<\/b><span style=\"font-weight: 400;\">. Typically, most hourly workers are entitled to overtime pay. Salaried employees who do not meet the exemption criteria are also entitled to overtime pay (we\u2019ll expand on criteria below).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Exempt employees<\/b><span style=\"font-weight: 400;\">. Certain categories of employees are exempt from overtime pay, as we will see in the next section on eligibility.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Workers who believe that they are <\/span><b>entitled to overtime pay<\/b><span style=\"font-weight: 400;\"> but their employer refuses to provide it can <\/span><b>file a complaint <\/b><span style=\"font-weight: 400;\">with the U.S. Department of Labor\u2019s <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/whd\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Wage and Hour Division<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Eligibility Criteria for Employees<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">So, we\u2019ve discussed how an employee\u2019s right to overtime pay largely depends on whether they are classified as <\/span><b>exempt or non-exempt under the FSLA<\/b><span style=\"font-weight: 400;\">. But what does this mean? <\/span><b>How can you determine if the law requires you to pay your employees overtime for any extra hours worked?<\/b><\/p>\n<p><span style=\"font-weight: 400;\">According to the FSLA and the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-laws-for-salaried-employees\/\"><span style=\"font-weight: 400;\">Florida laws for salaried employees<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><b>eligibility primarily depends on an employee\u2019s salary and duties<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To be eligible for overtime pay under the FSLA in Florida, <\/span><b>employees must meet the following criteria<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Non-exempt status<\/b><span style=\"font-weight: 400;\">. The employee must be classified as non-exempt under the FLSA.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary threshold<\/b><span style=\"font-weight: 400;\">. For most non-exempt employees, they must be paid on an hourly basis or have a salary below a certain threshold to qualify for overtime.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Hours worked<\/b><span style=\"font-weight: 400;\">. Eligible employees must have worked more than 40 hours within a given workweek to qualify for overtime.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If your employees meet all the above criteria then you <\/span><b>must offer them overtime pay<\/b><span style=\"font-weight: 400;\"> (more on the<\/span><b> standard overtime rate<\/b><span style=\"font-weight: 400;\"> below).<\/span><\/p>\n<h3><b>Exemptions and Special Cases<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Ok, so far so good, but which employees are classified as <\/span><b>exempt from the FSLA and not entitled to overtime pay<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Put simply, if an employee <\/span><b>meets any of the following Florida overtime wage law exemptions<\/b><span style=\"font-weight: 400;\">, then they are classed as <\/span><b>exempt<\/b><span style=\"font-weight: 400;\">. This means that you <\/span><b>do not have to offer overtime pa<\/b><span style=\"font-weight: 400;\">y for any hours worked over the employee\u2019s regular scheduled workweek.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Exemption depends on:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary basis<\/b><span style=\"font-weight: 400;\">. The employee is paid a salary as opposed to being paid on an hourly basis.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary level<\/b><span style=\"font-weight: 400;\">. The employee earns at least $684 per week or $35,568 annually. These salary requirements do not apply to teachers and employees practicing law or medicine.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Duties<\/b><span style=\"font-weight: 400;\">. An employee can also be exempt because of the nature of their work. This is most often the case with employees working in executive, professional, administrative, external sales, or computer-related positions.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">What about <\/span><b>special cases<\/b><span style=\"font-weight: 400;\">? Are there any employees who might <\/span><b>meet the above criteria but still be entitled to overtime pay<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Essentially, yes, there are. Some employees are <\/span><b>not exempt even if they meet the above requirements<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This includes:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Blue-collar workers<\/b><span style=\"font-weight: 400;\">. Generally speaking, the above exemptions only apply to white-collar workers. Blue-collar workers who work with their hands, such as carpenters, mechanics, plumbers, etc., are not exempt no matter how highly paid they are. In short, these workers will always receive overtime pay.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Police, firefighters &amp; first responders<\/b><span style=\"font-weight: 400;\">. First responders such as police officers, correctional officers, firefighters, and paramedics are not exempt no matter how high their salaries.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ultimately, it is <\/span><b>your responsibility as an employer to demonstrate whether or not your employees are eligible<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"How\"><\/a>How To Calculate Overtime Pay in Florida<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Under the Florida overtime wage law (FLSA), you must pay all eligible employees overtime pay at the <\/span><b>standard rate of 1.5 times their regular hourly wage<\/b><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/factorialhr.com\/blog\/time-and-a-half\/\"><span style=\"font-weight: 400;\">time and a half<\/span><\/a><span style=\"font-weight: 400;\">) for <\/span><b>any hours they work over the standard 40-hour working week<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <strong>time and a half formula<\/strong>:<\/span><\/p>\n<p style=\"text-align: center;\"><b>(standard hourly rate) \u00d7 1.5 = overtime rate<\/b><\/p>\n<p><span style=\"font-weight: 400;\">This equation gives you the hourly time-and-a-half rate for non-exempt employees. You then need to <\/span><b>multiply this rate by the number of overtime hours the employee worked<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Overtime pay is subject to the same <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employers-guide-to-payroll-tax\/\"><span style=\"font-weight: 400;\">payroll tax and deductions<\/span><\/a><span style=\"font-weight: 400;\"> as regular hourly wages. This includes employer payroll taxes such as <\/span><b>FUTA <\/b><span style=\"font-weight: 400;\">and one-half of <\/span><b>Medicare <\/b><span style=\"font-weight: 400;\">and <\/span><b>Social Security <\/b><span style=\"font-weight: 400;\">on the full amount of an employee\u2019s paycheck.<\/span><\/p>\n<h3><b>Calculating time and a half for salaried employees<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">For non-exempt salaried employees who work fixed hours, first, you need to establish what their hourly rate would be. You can do this by <\/span><b>dividing their weekly salary by the number of hours they typically work<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Once you have this figure, you can calculate overtime pay for non-exempt salaried employees using the <\/span><b>time-and-a-half formula<\/b><span style=\"font-weight: 400;\"> above.<\/span><\/p>\n<h2><b><a name=\"Example\"><\/a>Example of Overtime Calculations<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Let\u2019s take a look at an <\/span><b>example <\/b><span style=\"font-weight: 400;\">to help you understand <\/span><b>how the Florida overtime wage law payroll calculation process works in practice<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Identify Regular Hourly Rate<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Let\u2019s say, for example, that an employee\u2019s <\/span><b>regular hourly wage<\/b><span style=\"font-weight: 400;\">, as defined by their employment contract, is <\/span><b>$20 per hour<\/b><span style=\"font-weight: 400;\">. This figure is the <\/span><b>base of their overtime rate calculation<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Determine Overtime Rate<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">For most non-exempt employees, the overtime rate is <\/span><b>1.5 times their regular hourly wage<\/b><span style=\"font-weight: 400;\">. So, following on from the example in the previous point, the overtime rate would be:<\/span><\/p>\n<p style=\"text-align: center;\"><b>$20 per hour (regular hourly wage) x 1.5 (overtime rate) = an overtime rate of $30 per hour for all extra hours worked<\/b><\/p>\n<h3><b>Calculate Total Overtime Hours<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Ok, let\u2019s imagine that an employee has worked 10 hours of overtime this week. Their <\/span><b>total overtime hours<\/b><span style=\"font-weight: 400;\"> would therefore be 10.<\/span><\/p>\n<h3><b>Calculate Total Overtime Pay<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Now you simply need to calculate your total overtime pay for the week by <\/span><b>multiplying the total overtime hours by the overtime rate<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s the formula:<\/span><\/p>\n<p style=\"text-align: center;\"><b>Total overtime earnings = 10 hours (overtime hours) \u00d7 $30 per hour (overtime rate) = $300<\/b><\/p>\n<h3><b>Identify Regular Monthly Pay<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">If an employee regularly works a set number of overtime hours, then the process for calculating their <\/span><b>regular monthly pay including overtime<\/b><span style=\"font-weight: 400;\"> is very simple.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s say they work 10 hours a week, for 4 weeks in every month. That gives them a total of 40 hours of overtime per month. The <\/span><b>overtime pay calculation<\/b><span style=\"font-weight: 400;\"> would therefore be:<\/span><\/p>\n<p style=\"text-align: center;\"><b>40 hours (overtime per month) \u00d7 $20 (hourly overtime rate at 1.5) = $800 overtime pay each month<\/b><\/p>\n<p><span style=\"font-weight: 400;\">However, this formula won\u2019t work if the employee works <\/span><b>sporadic overtime hours<\/b><span style=\"font-weight: 400;\"> as their monthly overtime pay will depend on <\/span><b>how many hours they work each month<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Calculate Total Monthly Earnings Including Overtime<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Now to the final step: calculating an employee\u2019s <\/span><b>total monthly earnings including overtime pay<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Assuming they work 40 hours per week, you will use this formula:<\/span><\/p>\n<p style=\"text-align: center;\"><b>$1600 (regular pay, calculated as 40 scheduled hours per week at regular rate of pay) + $800 (monthly overtime pay) = $2400 pay per month including overtime<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Again, this formula won\u2019t work if the employee works <\/span><b>sporadic overtime hours<\/b><span style=\"font-weight: 400;\"> as your monthly overtime pay will depend on <\/span><b>how many hours they work each month<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Obligations\"><\/a>Florida Overtime Wage Law: Employer Obligations<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><a href=\"https:\/\/www.floridajobs.org\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Florida Department of Labor<\/span><\/a><span style=\"font-weight: 400;\"> is responsible for <\/span><b>regulating the Florida overtime wage law<\/b><span style=\"font-weight: 400;\"> and ensuring that <\/span><b>businesses in the state that hire non-exempt employees are meeting all their employer obligations<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s take a look at these obligations so that you understand <\/span><b>what you need to include in your <\/b><a href=\"https:\/\/factorialhr.com\/blog\/employee-handbook\/\"><b>employee handbook<\/b><\/a><b> in order to comply with overtime guidelines<\/b><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<h3><b>Classify Your Employees Correctly<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Firstly, employers must <\/span><b>correctly classify all employees as either exempt or non-exempt<\/b><span style=\"font-weight: 400;\">. In other words, whether employees <\/span><b>meet the eligibility criteria established by the Fair Labor Standards Act (FLSA)<\/b><span style=\"font-weight: 400;\">. This classification is crucial because it determines eligibility for overtime pay.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What\u2019s more, <\/span><b>misclassifying employees can lead to legal trouble for employers<\/b><span style=\"font-weight: 400;\">. For instance, if a non-exempt employee is wrongly classified as exempt and denied the overtime pay that they&#8217;re entitled to, <\/span><b>the employer may be responsible for<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Back wages<\/b><span style=\"font-weight: 400;\">. The employer may owe back pay for all the overtime hours the employee worked without proper compensation.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Liquidated damages<\/b><span style=\"font-weight: 400;\">. In some cases, the employer may also have to pay an additional amount equal to the back pay owed, as a penalty for the violation.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Attorney&#8217;s fees<\/b><span style=\"font-weight: 400;\">. The employer may have to pay the employee&#8217;s attorneys&#8217; fees associated with the case.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">It\u2019s a good idea to <\/span><b>regularly review all roles and duties within your business<\/b><span style=\"font-weight: 400;\"> to make sure that you are <\/span><b>correctly classifying all your employees<\/b><span style=\"font-weight: 400;\">. In particular, pay attention to <\/span><b>each employee&#8217;s primary job duties and responsibilities<\/b><span style=\"font-weight: 400;\"> to see if they meet the <\/span><b>exemption criteria<\/b><span style=\"font-weight: 400;\"> outlined by the FLSA.<\/span><\/p>\n<h3><b>Calculate and Pay Correct Overtime Pay<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Secondly, in the event that you hire non-exempt employees, you must<\/span><b> calculate and pay the correct amount of overtime pay to each eligible employee at the end of each <\/b><a href=\"https:\/\/factorialhr.com\/blog\/pay-period\/\"><b>pay period<\/b><\/a><span style=\"font-weight: 400;\">. Accurate <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\"><span style=\"font-weight: 400;\">employee time tracking<\/span><\/a><span style=\"font-weight: 400;\"> plays a fundamental role in fulfilling this obligation.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The best way to track <\/span><b>how many overtime hours each employee works<\/b><span style=\"font-weight: 400;\"> is by using an <\/span><a href=\"https:\/\/factorialhr.com\/blog\/electronic-time-clock\/\"><span style=\"font-weight: 400;\">electronic time clock<\/span><\/a><span style=\"font-weight: 400;\">. This will help you <\/span><b>monitor the exact time an employee starts and finishes work, when they take their breaks, and how much overtime pay you owe them<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s also important to have a <\/span><b>reliable payroll system<\/b><span style=\"font-weight: 400;\"> in place\u00a0<\/span><\/p>\n<h3><b>Maintain Accurate Overtime Records<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Thirdly, according to the FSLA, you must <\/span><b>maintain accurate overtime records for all non-exempt employees<\/b><span style=\"font-weight: 400;\">. This includes maintaining certain <\/span><b>employee wage and hour records<\/b><span style=\"font-weight: 400;\">, including those necessary for calculating overtime pay.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, you need to <\/span><b>keep a record of<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Full name and identifying information<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hourly rate of pay<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Daily and total hours worked each week<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Total straight-time earnings<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Overtime pay earned<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Dates of pay periods<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Deductions made from wages<\/span><\/li>\n<\/ul>\n<p><b>Accurate time records<\/b><span style=\"font-weight: 400;\"> can help prevent disputes between employees and employers about wages due. In case of a dispute, well-maintained timekeeping records provide <\/span><b>clear evidence that can resolve these issues quickly and fairly<\/b><span style=\"font-weight: 400;\">. Plus, good timekeeping practices allow employers to <\/span><b>manage labor costs effectively, plan staffing needs, and improve overall operational efficiency<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Protect Employees From Retaliation<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, the FLSA <\/span><b>protects employees against retaliation for asserting rights related to wage and hour laws<\/b><span style=\"font-weight: 400;\">. This includes overtime. In other words, <\/span><b>you cannot retaliate against an employee in the event that they raise a dispute relating to overtime pay with state or federal authorities<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, what do we mean by retaliation?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Essentially, retaliation occurs <\/span><b>when an employer takes adverse action against an employee because the employee engaged in a protected activity<\/b><span style=\"font-weight: 400;\">. Protected activities include <\/span><b>filing a wage claim, complaining about illegal conduct, participating in an investigation, or any other form of legally protected opposition to employer practices<\/b><span style=\"font-weight: 400;\">. Retaliation might be in the form of <\/span><b>firing an employee, holding them back from promotion, or restricting opportunities for professional growth and development<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/payroll-summary\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-125685 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png\" alt=\"payroll software\" width=\"941\" height=\"323\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-768x263.png 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner.png 900w\" sizes=\"(max-width: 941px) 100vw, 941px\" \/><\/a><\/p>\n<h2><b><a name=\"Factorial\"><\/a>Factorial: Streamline Florida Overtime Wage Law Compliance<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><b>Factorial\u2019s all-in-one HR software<\/b><span style=\"font-weight: 400;\"> includes a number of <\/span><b>unique features<\/b><span style=\"font-weight: 400;\"> that can help your business <\/span><b>comply with the Florida overtime wage law<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For instance, Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/time-attendance-signing\"><span style=\"font-weight: 400;\">time and attendance<\/span><\/a><span style=\"font-weight: 400;\"> tracking feature helps you <\/span><b>accurately record and monitor employee work hours in real time<\/b><span style=\"font-weight: 400;\">. You can <\/span><b>easily track overtime hours, identify excessive overtime patterns and proactively manage workload distribution<\/b><span style=\"font-weight: 400;\">. Plus, you can integrate all this data with Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/blog\/best-payroll-software\/\"><span style=\"font-weight: 400;\">payroll software<\/span><\/a><span style=\"font-weight: 400;\">. That way, you can <\/span><b>easily calculate overtime hours and rates<\/b><span style=\"font-weight: 400;\"> according to predefined rules.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, you can use Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.co.uk\/shift-management\"><span style=\"font-weight: 400;\">scheduling software<\/span><\/a><span style=\"font-weight: 400;\"> to manage <\/span><b>overtime and flextime<\/b><span style=\"font-weight: 400;\"> arrangements. For instance, you can use <\/span><b>shift planning tools<\/b><span style=\"font-weight: 400;\"> to <\/span><b>create and assign shifts <\/b><span style=\"font-weight: 400;\">based on workload requirements and employee availability. Employees can also <\/span><b>request time off or schedule changes<\/b><span style=\"font-weight: 400;\"> through the <\/span><a href=\"https:\/\/factorialhr.com\/employee-portal\"><span style=\"font-weight: 400;\">self-service employee portal<\/span><\/a><span style=\"font-weight: 400;\">. This streamlines the process and reduces your administrative burden.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Not only that, but Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.co.uk\/hr-reports\"><span style=\"font-weight: 400;\">HR reporting software<\/span><\/a><span style=\"font-weight: 400;\"> can provide you with <\/span><b>valuable insights into employee overtime<\/b><span style=\"font-weight: 400;\">. This includes <\/span><b>overtime trends, employee availability, and scheduling efficiency<\/b><span style=\"font-weight: 400;\">. This data-driven approach enables you to <\/span><b>allocate workloads in line with staffing levels<\/b><span style=\"font-weight: 400;\">. You can also make adjustments when needed to prevent excessive overtime.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ultimately, all these features help you <\/span><b>stay compliant with the Florida overtime wage law<\/b><span style=\"font-weight: 400;\"> so that you can re-focus your efforts on building a <\/span><b>happy and productive workforce<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Florida has a thriving economy that\u2019s driven by a diverse range of industries including agriculture, tourism, manufacturing and international trade. Some of these industries rely heavily on overtime to keep things ticking over during busy periods. Others rely less on employees working extra hours, as is the case with most office-based jobs. However, most employers<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/florida-overtime-wage-law\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":131573,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-131571","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"time"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Florida Overtime Wage Law | Factorial<\/title>\n<meta name=\"description\" content=\"Everything employers need to know about the Florida overtime wage law: obligations, rates, eligibility &amp; best practices to ensure compliance\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Florida Overtime Wage Law\" \/>\n<meta property=\"og:description\" content=\"Everything employers need to know about the Florida overtime wage law: obligations, rates, eligibility &amp; 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