By law am I entitled to overtime if I'm part time?
149253
it all depends on the labor laws in the state which you live. By federal law all companies have to post in a public place in the office the Labor Laws for the state which you live. See if you can find it, it is the one that tell of the "minimum wage" for your state. You can do a google search for the "Division of Labor" in your state and call them to answer your question. One thing is for sure, you should be getting straight time, or comp.time for the hours over 40.  Good luck
657104
While i'm not certain, my guess would be that it means "i'm getting four hours of overtime-pay"  Overtime pay is usually what you normally get paid per hour plus half of that per hour if you work more hours than in your contract or originally decided with the employer (for example, instead of 6 dollars an hour for 40 hours a week, you work 44 hours hours per week.  You would get 40 hours at 6 dollars/hour and then 4 hours at 9 dollars an hour)\n\nHope this helps!
1026175
Afraid not.  Holiday pay is something negotiated between the employee and the employer.  Overtime is a different case, sao that if you have worked 40 hours and then then the holiday as well, you may have a case.\n\nNo law requires an employer to give employees time off for nationally recognized holidays. And no law requires an employer to pay a premium to workers who do come to work on those days.\n\nThe only exception is if working on a holiday puts a non-exempt, or hourly, worker over a 40-hour workweek. In that case, the Fair Labor Standards Act says such workers should be paid at a time-and-a-half rate for each hour over 40.\n\nHope this helps!
531497
I am not a lawyer but the answer is...\n\nIt depends.  The definition of over time is more than 40 hours a week.  The above situation would be true if they adjusted your schedule so that you did not work more than 40 hours in a week or 80 hours in a two week pay period.\n\nAnd only hourly employees receive overtime pay.  If you are salaried you do not receive any extra pay.
803673
This isn't an area especially well covered by law so comes down to what is regarded as 'reasonable'. Obviously that varies according to the circumstances. For example, if you work for a small business, they've recruited another part-time worker to job share your role and so they don't now have a full-time job to give you, you're in difficulties. Mind you, that's a fairly rare situation. If you work somewhere fairly large then there's unlikely to be a problem. Essentially if they're able to accommodate your request to return to full-time working then they should do that. If not they should demonstrate that they have no business need for you to work extra hours. If so they should review matters if that business need changes - if they look to recruit more staff without returning you to full-time they'd have some good questions to answer. In reality they'll probably take your hand off because it helps them as much as it helps you.\n\nI'd suggest that, to begin with, you have a quiet chat with your manager to test the waters. If that doesn't go well, then it's an idea to take some advice from your union, if you have one. If you get to the situation where they are refusing this without good cause, you may need to submit an internal grievance. There should be a 'staff handbook' or similar setting out procedures for that. If there are no unions where you work, you're still entitled in law to be accompanied to meetings on this by a colleague you trust. Here it would be well worth making the point that part-time working for new mothers is not generally viewed as a permanent arrangement and so arrangements should be as flexible as the business allows. If that were to fail with still no reasonable explanation given I think your ultimate recourse would probably be taking a sex discrimination case to an Employment Tribunal - on the basis that inflexible transition arrnagements between full and part-time working have greater effect on women - who take most parenting and care responsibilities - than on men and that this is discriminatory.\n\nThat's just by way of general background, I'd be amazed if things got to anything like that stage. I'd think your boss will be happy to take you back full-time - in most places there's too much work and not enough bodies !\n\nOne thing though, and please don't take this wrong. If someone in my team was in this situation I'd be a little bit concerned about them and would want to try and make sure in my own mind that all was OK before supporting a request like this. Not to the extent of digging in their souls - just to be sure that they really were all right and this wouldn't cause them any problems. I know folk tend to be pretty cynical about managers - and rightly so, I suppose - but some do feel a personal responsibility for their team and want to make sure they do nothing to cause people any problems in their personal lives. Obviously I don't know the first thing about your situation and probably there aren't any problems lurking but your manager should at least be bothered enough to ask !\n\nHope this works out for you
578636
Ask your employer.  \n\nSome companies pay their employees based on each 1/10 of the hour (or each 6 minute interval) they work.  So if you punch in at 8:57am, or 8:59am, you are still only paid as if you punched in at 9:00am.  If you punch in at 9:01am, you would be marked as 1/10th of an hour late even though you punched in only one minute late, and you would be paid the same as if you punched in at 9:06am.\n\nI worked at a company that automatically took out a 30 minute lunch break after 6 hours whether the employee punched out of not.  The result was if I worked between 6 hours and 6.5 hours, I only got paid for 6 (whether I took a lunch or not).  If I worked 7 hours straight without a lunch break, I only got paid for 6.5.
510710
just according whether the job is full time and you get a regular paycheck or not
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.
420696
Employers are required to pay overtime in most cases.  There may be exceptions to this if you are working 24-hour shifts where you're allowed to sleep during the night . . . at which point they can legally pay you for 16 hours of sleep, as long as they providing your room and board at no cost during your work time.  \n\nSince this can vary slightly from state to state, the best advice I could give you is to call your department of labor, and ask them.  If you don't want to open a can of worms where your employer finds out and is upset, ask them the same question anonomously.  \n\nThe other question I would ask is, regardless of the answer, is this work you're happy doing?  The "red flag" that jumps out at me in all this is whether you will end up burning out if you are workng that many hours, particularly if you are routinely working in excess of 50 hours.  What are you doing to take care of yourself, because you can't effectively take care of others, if you're not taking care of yourself.  \n\nTake it from someone who knows . . . both from experience and as soon who works in the same field as a Human Resources Director for a homecare agency.  \n\nBest of luck.
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.
581204
They can't necessarily 'make' you. You can always get out of it by saying that you scheduled events around your work hours, and have obligations to keep, therefore relieving yourself of the added work. They are allowed to work you a certain amount of hours depending on your state's regulations.
333926
Unless you have something in writing stating that your hours won't change, it's perfectly legal.  If it was something drastic (like going from working days to being forced to work nights) you might have a little more pull to state that the job parameters changed considerably and became undoable.  But for goodness sake man - it's an hour.
264554
If you're a salaried employee you will make the same amount regardless of how many hours you work.  This includes if you work less than specified.  However, if you're hourly, then they must pay you for each hour worked - by law.
1124091
it probably depends on your state. you can usually find your state's employment laws online.
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.
1138123
It sounds unfair, since you're there for the employer's benefit.  I would check with your state's Labor Department.
378806
It depends on the labor laws in your state.  Many states consider anything less than 40 hrs part time, and would allow you to be scheduled up to 12/14 hrs in a day.  I'm betting Lowes KNOWS the labor laws where they are located & its perfectly legal but you can contact you State's dept of labor to satisfy your curiosity.