A practicing lawyer for more than a decade, Courtney King serves as an associate attorney with Ice Miller LLP in Indianapolis, Indiana. There, attorney Courtney King handles a wide variety of employment and labor cases, including wage and hour matters involving overtime pay.
Under the Fair Labor Standards Act (FLSA), most Indiana employers must pay overtime pay of 150 percent of the regular wage to eligible employees who work more than 40 hours per week. This basic guideline applies to all employers who conduct $500,000 or more in sales per year, or whose business activities include state-to-state communication. Most employers fall into at least one of these categories. Those that do not fit into either classification typically fall under the Indiana Minimum Wage Law, which also requires 150 percent of regular pay for weekly hours in excess of 40.
Both federal and state overtime regulations include a number of exceptions. For example, federal law exempts certain seasonal employees, small farm workers, and independent contractors as well as specified others. Salaried professionals with advanced degrees and/or those in management or decision-making positions are also typically exempt from overtime, as employers rely on these individuals' leadership or specialized knowledge for business operations. More specific information on exemptions and requirements can be gained through consultation with a qualified attorney.
Under the Fair Labor Standards Act (FLSA), most Indiana employers must pay overtime pay of 150 percent of the regular wage to eligible employees who work more than 40 hours per week. This basic guideline applies to all employers who conduct $500,000 or more in sales per year, or whose business activities include state-to-state communication. Most employers fall into at least one of these categories. Those that do not fit into either classification typically fall under the Indiana Minimum Wage Law, which also requires 150 percent of regular pay for weekly hours in excess of 40.
Both federal and state overtime regulations include a number of exceptions. For example, federal law exempts certain seasonal employees, small farm workers, and independent contractors as well as specified others. Salaried professionals with advanced degrees and/or those in management or decision-making positions are also typically exempt from overtime, as employers rely on these individuals' leadership or specialized knowledge for business operations. More specific information on exemptions and requirements can be gained through consultation with a qualified attorney.