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| Worker Photo by Ahsan S. on Unsplash |
A resident of Sherman Oaks, Eric Rasmussen is an attorney who has been practicing in Los Angeles for more than six years out of his own Los Angeles legal practice. Through his office, attorney Eric Rasmussen primarily handles personal injury and employment law matters on behalf of his clients.
In California, employees are generally classified as either exempt or non-exempt workers. While exempt employees are usually not eligible for overtime pay, non-exempt workers are. These workers must be at least 18 years old to receive general overtime pay, or be legally exempt from attending school if they are aged 16 or 17.
According to state law, general overtime pay is typically required when an individual works more than 8 hours in a workday or when they have more than 40 hours in a workweek. When applied, overtime pay is one and one-half times the employee’s regular rate and is applicable to all hours worked over 40 hours in the workweek or 8 hours in a workday. This same overtime rate applies to an employee’s first 8 hours if they work for a seventh consecutive day in a workweek.
The overtime rate increases to twice an employee’s usual pay rate if they for more than 12 hours in a single workday. Workers who work more than 8 hours on their seventh consecutive day at work are also eligible for double pay for the time they work past the 8 hours.
There are plenty of exceptions to overtime pay requirements in California that workers should be aware of. These include situations when the employee works an alternative workweek schedule of three 12-hour days or four 10-hour days. In these cases, overtime pay applies after 40 hours of work for the workweek. Employees in production roles may also be exempt from overtime pay if they are paid according to the number of units produced by the company.
