Arizona Labor Laws and Overtime

If you are wondering currently as to why exactly labor laws have become such an important part of the working culture, then you should remember that before they ever existed, workers would be reliant on the generosity of their employers in order to get some type of money for their work. However, as time passed by more and more regulations have seen the light of day and with time employees would no longer have to rely on their employers, seeing as how the law was now on their side. If you are curious to learn exactly what these laws are and what they entail, then perhaps you should check out the federal labor law posters as well as your state labor law posters, which as their names indicate, are posters containing all the labor laws applying to the state. One of the most important topics found on these labor law posters is the one about employee compensation for the work they have done. In many cases, employees worked overtime but were not compensated justly for their efforts, seeing as how they were working out of regular hours. However, as mentioned before things have changed today and employees that work overtime, which is basically qualified as working in excess of 40 hours a week or 8 hours a day, are entitled to a compensation which is actually above their regular hourly salary.

When it comes to when this wage must be paid, there are actually no labor laws in Arizona which cover that topic, meaning that you have to refer to federal labor laws in order to get your answers. In most situations, unless there was some special agreement in place, overtime wages are calculated at a 1.5x rate of the regular salary; this means that if a worker earns $12 per regular hour, they earn $18 per overtime hour.

When it comes however to working on holidays, nights or weekends, the employer is actually not required to offer additional compensation above the norm. However, you will find that there are many employers who offer bonuses to these employees seeing as how they need some incentive in order to work during their resting time.

Finally, there is only one situation in which an employer does not have to pay their employee for their overtime efforts, and that is when the job is classified as an exempt position, meaning that the worker is not entitled to overtime compensation.