what is the overtime law in alabama?
100661
The only overtime law on the books is a Federal law established by the U.S. Department of Labor. It covers every single state in the United States. Here is is:\n\nThe Fair Labor Standards Act (FLSA) of 1938 establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than $5.15 an hour. Overtime pay at a rate of not less than one and one-half times their regular rates of pay is required after 40 hours of work in a workweek.\n\nHere is a link to the entire law:http://www.dol.gov/esa/regs/statutes/whd/FairLaborStandAct.pdf
564323
Almost all companies that service industries that fluctuate with the economy use variable overtime to compensate for increased orders. This would include automotive, building products, and industrial equipment. Industries that would not need much overtime to manage their operations are those which consumers use in good times and bad including drugs, medical devices, and consumer products.
697031
In all honestly, it all depends on where you working. And if you your experienced or not. Schooling helps.. but if your State Registered (NOT all states have this) or State Certified (ALL states, allow this)... your wages will be higher, than those that are hired off the street. Ranges from $8 an hour ( no experience) to $17 an hour (Registered or Certified with experience), in Alabama.  Also, the bigger the office and bigger cities.. get better wages versus small cities/offices.\n\nBy the way, this is for Assistants.
1045344
That isn't under entertainment laws, it would be under work laws. Seek a lawer in your state or do an internet search for your states employment laws and search for overtime.
308580
The exact laws may be different from state to state - If your from Cal. the link is below.\n\nBut every state is the same as far as hours worked.  If you are on salary - they have to pay you for the entire day, but if you are an hourly employee then no, they only pay you for the time you stood at work.  If you never clocked in then they don't pay you at all for that day.
94691
Covenants not to compete are usually enforceable, but they must be reasonable in all respects.  I have no knowledge of an outright ban on non-compete clauses in AL.  I do not practice there, but it would be unusual for a state to disallow them completely.\n\nGenerally, to be valid, these clauses must be reasonable with respect to time and geograpic limitations.  For example, a noncompete clause for a pest control company in AL will probably not be allowed to bar your working for another pest control company in California.  In addition, it would probably not be valid if it sought to prevent your working in the industry for the next 20 years.  You get the idea.\n\nNo one wants to hear this, but your best bet (and probably your only reasonable recourse) is to speak to an attorney in your area about this.  I can give you the general propositions of law with respect to these agreements, but I cannot and I do not advise you with respect to your specific situation.\n\nHope this is helpful.  Good luck.
863417
The federal minimum wage for covered, nonexempt employees is $5.15 per hour. The federal minimum wage provisions are contained in the Fair Labor Standards Act (FLSA). Many states also have minimum wage laws. In cases where an employee is subject to both the state and federal minimum wage laws, the employee is entitled to the higher of the two minimum wages. \n\nThe FLSA does not provide wage payment or collection procedures for an employee's usual or promised wages or commissions in excess of those required by the FLSA. However, some states do have laws under which such claims (sometimes including fringe benefits) may be filed.\n\nThe Department of Labor’s Wage and Hour Division administers and enforces the federal minimum wage law.\n\nYou will need to research your state labor laws, but it looks as if though your boss is paying you above the federal minimum labor rate.  If you have been working there for about 6+ months, try asking for a raise but don't let you boss know that you know how much she is paying your friends!
533815
If mandatory overtime is in the union contract then yes he has to work if he is low man. The thing to do is go to Union meetings and get it changed in the next contract.
236591
It depends on your employeers policy.  There's NO law requiring comp time, and if you mean comp time as in not being paid OT then that's illegal in most cases.
469057
Overtime is typically time and one-half.\n\n$4.75  X 1.5  = $7.125   or $7.13
397436
I suspect that this will vary based on your country and state of residence. I've just been looking at labor laws in California, and unless you are a minor, they CAN require you to work extra as long as they are paying you overtime.\n\nOther thought: IF on your application for employment there was a space specifying what hours you are available, and then they terminate you for not working outside of those hours, then that is breach of contract and probably lawful termination too and you might want to find an attorney.
355603
It is regulated by the Department of Labor's  Wage and Hour division.  Although most States have their own Minimum Wage laws and an employee is entitled to which ever rate is higher the state or the federal minimum wage.
559836
Check out your state's wage and hour laws (or labor laws). They should have the specific compliance info you need.
944326
"Excessive unpaid overtime" is against the law even if you are on a salary, contact a good lawyer and get the monies owed to you, I did and I got all my monies paid back to me...as for your question you can just state whatever you want them to read...but do not leave  any negative remarks about your last or any employer...
746588
I deal with Alabama law everyday. Explain a little bit more about what you are wanting to know and I can help. But, I'm not sure what you're referring to by "mature viewing law".
481196
I'm not sure I understand your question. However employers generally must adhere to the Fair Labor Standards Act. As well as have a posted FLSA bill on the premises. The FLSA concerns overtime, sicktime, etc. You can probably get your questions answered at www.dol.gov/esa/whd/flsa/
557251
Whatever is written into the contract.  If you have a labor agreement between union and management you need to know it very well.  \n\nFor example, if seniority rights apply, you cannot transfer or lay off a union employee if there are others with less time on the job.\n\nFor Time & Attendance, does the contract stipulate overtime pay for anything over 8 hours regardless of a 40 hour week?\n\nIf an employee hasn't used all of their alloted vacation time, do they lose it or are they paid for it at the end of the year, according to the contract?\n\nJohnny