HR Chat: Manager Overtime

You operate a business in which certain employees are required to work overtime. One of your managers had been classified as exempt from overtime pay. However, after further research, you’ve discovered that this classification was incorrect and the manager is actually non-exempt under applicable labor laws. As a result, you now understand that the manager is entitled to overtime compensation. The question is: can you simply begin paying overtime going forward, or are you legally required to retroactively compensate the manager for all overtime hours previously worked?

The Fair Labor Standards Act (FLSA) can be challenging to navigate, especially for small business owners. With myHRcounsel by your side, you’ll have the guidance and support you need to address questions and manage complex compliance issues with confidence.