Montana Employee Time Report (Nonexempt)
Description
How to fill out Employee Time Report (Nonexempt)?
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FAQ
Most employers determine full-time status based on business needs and typically consider an employee to be full-time if they work anywhere from 32 to 40 or more hours per week.
The FLSA sets a 40-hour work week as the standard work week and requires the employer to pay at least 1.5 times a non-exempt (hourly) employee's regular pay for overtime hours. Exempt (salaried) employees are not covered under the same requirement.
The FLSA sets the maximum amount of comp time that may be accumulated: nonexempt employees who work in "a public safety activity, emergency response activity, or seasonal activity" may accumulate up to a maximum of 480 hours of comp time, while other employees are limited to 240 hours.
Full-time employees usually work an average of 38 hours each week. They're usually employed on a permanent basis or on a fixed term contract.
"Yes," your employer can require you to work overtime and can fire you if you refuse, according to the Fair Labor Standards Act or FLSA (29 U.S.C. § 201 and following), the federal overtime law. The FLSA sets no limits on how many hours a day or week your employer can require you to work.
Official employer designations regarding full-time employment generally range from 35 to 45 hours, with 40 hours being by far the most common standard. Some companies consider 50 hours a week full-time for exempt employees.
Comp time is calculated by multiplying 1.5 times overtime hours worked.
No mandatory compensatory time off is permitted for wage employees or in lieu of FLSA overtime pay.
Montana Exempt Employees: What you need to know Montana law exempts anyone employed in a bona fide executive, administrative, professional, computer professional, or outside sales capacity from overtime pay requirements as defined by the federal Fair Labor Standards Act (FLSA) (MT Code Sec. 24.16. 211).
Compensatory time off is paid time off the job which is earned and accrued by an employee in lieu of immediate cash payment for employment in excess of the statutory hours for which overtime compensation is required by section 7 of the FLSA.
