Ohio’s Legal Requirements for Employee Overtime Pay

Understanding Ohio's legal requirements for employee overtime pay is essential for both employers and employees. Overtime regulations help ensure that workers are compensated fairly for their labor, particularly when they work more than the standard 40 hours in a workweek.

In Ohio, the Fair Labor Standards Act (FLSA) governs overtime pay. This federal law mandates that non-exempt employees are entitled to receive time-and-a-half pay for any hours worked over 40 in a single workweek. It is crucial to note that not all employees are covered by the FLSA; only non-exempt workers are entitled to overtime compensation.

Employers need to properly classify workers as either exempt or non-exempt. Exempt employees typically include those who hold executive, administrative, or professional positions, as well as some salespeople and computer professionals. However, job titles alone do not determine exempt status; job duties and salary levels are also considered. To qualify as exempt, employees must generally earn a minimum salary of $684 per week (as of 2020).

Ohio law does not modify the federal overtime rules, but it does allow for certain exceptions. For instance, employees in specific industries such as transportation or law enforcement may be subject to different overtime regulations. Employers are encouraged to review applicable federal and state laws to ensure compliance.

Employees in Ohio must also keep in mind that overtime pay is calculated on a weekly basis, meaning that hours worked over 40 in one week must be paid at an overtime rate, regardless of the total hours worked in the previous weeks. For example, an employee who works 45 hours one week and 35 hours the next week must still receive overtime pay for the 5 hours over 40 in the first week.

If an employer incorrectly classifies an employee or fails to pay overtime wages, the affected employee may file a complaint with the Ohio Department of Job and Family Services or the U.S. Department of Labor. It’s important for both employees and employers to keep accurate records of hours worked and wages paid as this documentation can be crucial in resolving disputes.

In conclusion, understanding Ohio's legal requirements for employee overtime pay is vital for compliance and fair compensation. Employers should be diligent in classifying their employees and calculating overtime correctly, while employees should be aware of their rights under the law to ensure they receive fair pay for their hard work.