In accordance with the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay for hours worked more than 40 in a workweek of at least one and one-half times their regular rates of pay. Employees are required to work overtime when assigned. For non-exempt employees located in California, they are also paid a daily overtime rate for hours in excess of 8 hours each day, even if the total hours worked for the week are 40 or less. The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime hours are worked on such days. Any overtime must be authorized by a manager in advance. Non-exempt employees must obtain written or emailed permission from their supervisor (or senior management) before working more than 40 hours in a week (you may download an Overtime Authorization Form here or from out "Resources" page). These notifications of potential overtime and permission requests should be sent to the supervisor at least 24 hours in advance. If no response is provided by your site supervisor, overtime should not be taken. The organization attempts to comply with all applicable overtime laws. Employees who believe they have not been correctly paid for overtime should contact payroll or HR immediately
