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Do you work hard?.... YES✔ Are you working overtime?.... YES✔ Then Congratulations! You're about to get paid double Overtime Pay: It's Your Money, Claim It💰 Overtime rules in India are governed by labour laws, including the Factories Act,1948 and the Shops and Establishments Act,1948. All employees who work more than 9 hours a day or 48 hours per week are entitled to overtime pay. Employees who work overtime are entitled to twice their basic wage rate. For example, if you earn ₹100 per hour, you would get ₹200 per hour for overtime hours. And Double pay for weekly holiday work!🗓 Note: The total overtime hours cannot exceed 50 hours in 3 months❌ These rules apply to all factories, Shops and all establishments Exceptions⚠ There are a few exceptions to this rule and they do not apply to • Managers • Supervisors • Government Employees Employee rights: Get what you deserve • 10 Hidden Clauses in Employment Contracts • The Secret Behind the 'Manager’ Title in Your Job Learn everything you need to know as an employee in our Employee Rights Masterclass and do not get fooled by your employer🤝 . Join now at er.lla.in

The U.S. Department of Labor has proposed a rule that would increase the salary threshold for white-collar workers who are exempt from overtime pay. The proposed rule would also make changes to the job duties requirements for the white-collar exemptions. The rule is open for public comment for 60 days. Here are some of the key points of the proposed rule: ➡ The salary threshold would increase from $684 per week to $1,059 per week. ➡ The rule would create an automatic updating mechanism that would adjust the salary level every three years to reflect changes in the cost of living. ➡ The job duties requirements would be clarified to require that all of the employee's job duties meet the requirements, not just some of them. ➡ The rule would make it more difficult for employers to claim that employees are exempt based on their job duties. The proposed rule is a significant development that could affect millions of workers. Check out our latest article below for more information on the proposed changes.

Here is some quick math on how to save $514,000 a year with Gigpro. In a recent chat with a respected 11-location franchisee, an alarming pattern was unveiled: each of his establishments is incurring an average of 40 hours of overtime, per week. Given the standard hourly wage of $15, this overtime translates to not only a substantial financial output but also insinuates a potentially unsustainable work environment for employees. Calculating purely from a financial standpoint, with overtime being time-and-a-half, this indicates an additional expenditure of $900 per week, per restaurant. This brings us to an annual additional expenditure of approximately $46,800 per outlet solely due to overtime, an aspect that undoubtedly warrants serious consideration. With Gigpro, we are helping businesses to eliminate team member overtime and save over 6 figures a year. Want to learn more? Let's chat. #operations #qsr #staffing #profitibility

Here is some quick math on how to save $514,000 a year with Gigpro In a recent chat with a respected 11-location franchisee, an alarming pattern was unveiled: each of his establishments is incurring an average of 40 hours of overtime, per week. Given the standard hourly wage of $15, this overtime translates to not only a substantial financial output but also insinuates a potentially unsustainable work environment for employees. Calculating purely from a financial standpoint, with overtime being time-and-a-half, this indicates an additional expenditure of $900 per week, per restaurant. This brings us to an annual additional expenditure of approximately $46,800 per outlet solely due to overtime, an aspect that undoubtedly warrants serious consideration. With Gigpro, we are helping businesses to eliminate team member overtime and save over 6 figures a year. Want to learn more? Let's chat. #operations #qsr #staffing #profitibility

"I have a super heavy workload, causing me always have to work overtime. But there's no overtime pay. What should I do?" Working overtime is never ideal, but it's sometimes necessary to meet deadlines or complete important projects. However, if you're working overtime without pay, it's important to know your options. First, check your employment contract or company policy to see if there is anything about overtime pay. Some employers may offer overtime pay to all employees, while others may only offer it to certain employees or for certain types of work. If your employment contract or company policy doesn't mention overtime pay, you may be able to negotiate with your employer for overtime pay. Explain to your manager that you're willing to work the extra hours, but that you expect to be compensated for your time. If your employer is unwilling to offer you overtime pay, you have a few options. You could choose to work the overtime hours anyway, but this is not recommended. Working overtime without pay can lead to burnout and decreased productivity. Another option is to talk to your manager about your workload. Explain that you're feeling overwhelmed and that you need help managing your time. Your manager may be able to delegate some of your tasks to other employees or help you to prioritize your work. If you've tried talking to your manager and they're still unwilling to offer you overtime pay, you may want to consider looking for a new job. There are many employers who offer overtime pay to their employees. If you think that your workload isn't worth your overtime and you don't even get paid for it, be prepared to walk away. Here's where you should find a new job from >> https://lnkd.in/g-JrkXYc #SetYourHandsFreeFromJobSearch #DropResume #overtime #employee

Starting in 2024, the Department of Labor (DOL) is implementing significant updates to the overtime rule. The most significant change is in the salary level that determines whether an employee is exempt from earning overtime pay. Currently, employees earning less than $684 per week ($35,568 per year) are generally entitled to overtime. As of July 1, 2024, this threshold increases to $844 per week ($43,888 per year). Then, on January 1, 2025, it further increases to $1,128 per week ($58,656 per year). Employees earning below these thresholds will need to receive time-and-a-half pay for any hours worked over 40 in a workweek unless another exemption applies. Mosey is going into further detail in the blog: https://hubs.ly/Q02G4_n-0

Current, accurate and well written job descriptions matter to employers and employees! If you're a business owner with outdated job descriptions, it's time to schedule a conversation! Starting July 1, most salaried workers who earn less than $844 per week will become eligible for overtime pay under the final rule. And on Jan. 1, 2025, most salaried workers who make less than $1,128 per week will become eligible for overtime pay. As these changes occur, job duties will continue to determine overtime exemption status for most salaried employees. Learn more about what the New Overtime Rule means for you and your business. https://lnkd.in/evpqq6n7... Schedule a conversation with Helen G. Sneed, EMBA today! HGSneed@DriveTheGoal.com 860.977.8155

Does your firm have hourly workers that regularly get overtime and get paid commission/bonuses as well? Depending on the compensation structure you could be required to calculate Regular Rate of Pay to determine overtime compensation. Regular rate of pay is a federal regulation where you must calculate the commission/bonus back into the regular hourly pay to come up with the correct rate of pay to base the overtime rate on. Not calculating this could be putting your business out of compliance and at jeopardy of penalties, wage claims, etc. This type of pay structure is very common among the trades and skilled labor industries. If you're not sure if this applies to you or have questions, feel free to reach out. With my previous business my employees were hourly with a commission structure but the commission never really came into play so this is actually a new concept to me and I was alarmed to find out about RRP (Regular Rate of Pay), so I thought I would go ahead and post this to make other business owners aware of this as many I have spoken with had also not heard of this.

Current, accurate and well written job descriptions matter to employers and employees! If you're a business owner with outdated job descriptions, it's time to schedule a conversation! Starting July 1, most salaried workers who earn less than $844 per week will become eligible for overtime pay under the final rule. And on Jan. 1, 2025, most salaried workers who make less than $1,128 per week will become eligible for overtime pay. As these changes occur, job duties will continue to determine overtime exemption status for most salaried employees. Learn more about what the New Overtime Rule means for you and your business. https://lnkd.in/e8G_jHjS... Schedule a conversation with me today! HGSneed@DriveTheGoal.com 860.977.8155

Having employees in the wrong classification can lead to DOL issues down the road. It is very important to review your employee's status each year and to make sure you keep up to date with new DOL regulations.