Except as provided in this definition, no time period is set for when the call in must occur and the Bureau will review each case individually. However, an employer may not retaliate against an employee who refuses to work overtime. Please enable scripts and reload this page. Even though your paycheck is for 48 hours of work in 1 week, your employer does not have to pay you extra for your 8 hours of "overtime" because you did not WORK the 8 hours you got paid for on Monday. Pennsylvania employers will have to comply with new overtime rules if proposed changes to the white-collar exemptions are finalized. To protect patents, healthcare workers such as nurses, technicians and certified nursing assistants may not be forced to work mandatory overtime except in the event of a natural disaster. Healthcare workers are also a common exception with many state labor laws restricting mandatory overtime. A general or special hospital, a psychiatric hospital, a rehabilitation hospital, a hospice, an ambulatory surgical facility, a long-term care nursing facility, a cancer treatment center using radiation therapy on an ambulatory basis and an inpatient drug and alcohol treatment facility. Act 102 will not prevent an employee from working more than an 8-hour shift if the this shift is agreed to and regularly scheduled. Pennsylvania’s overtime laws are similar to the federal law in that employees must be paid time and a half for each hour over 40. Pennsylvania law requires overtime for computer employees. For covered, nonexempt employees, the Fair Labor Standards Act (FLSA) requires overtime pay (PDF) to be at least one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek. Although Tennessee law does not mention overtime pay, federal law provides this right to all "non-exempt" employees working in Tennessee. Most employees who fall under the exempt status are salaried and are not paid hourly, but there are exceptions to this rule. of Labor: Wage and Hour FAQs. If Pennsylvania labor laws and federal labor laws differ, the stricter of the two laws is the one applied. Pennsylvania Code 43-40.3 (a) Employers are not required to provide breaks to employees eighteen (18) and over. Required over 40 hours at a rate of 1.5 time standard pay; Highly paid workers (+$100,000) may qualify for overtime pay; No mandatory overtime for working over 8 hours a day; 2-year statute of limitation for collecting unpaid overtime. They can also legally fire you for saying "no." Yes, your boss can tell you that you need to work overtime. ). Tennessee Overtime Laws. She holds an Associate of Applied Science in accounting, having graduated summa cum laude. The answer is yes, an employer can force employees to work mandatory overtime. Procedures for providing 10 hours of off-duty time after overtime. Pennsylvania labor laws require employers to provide a thirty (30) minute break period to employees ages fourteen (14) through seventeen (17) who work five (5) or more consecutive hours. NOTE: This is not a formal adjudication, decision or binding norm. Your employer must pay you for and count as hours worked for overtime purposes any on-call time during which you are required to be at a specific location. Document and distribute policies pertaining to the use of overtime, call off policies, unforeseeable emergent circumstances and on call time. Does not prevent an employer from providing employees more protection from mandatory overtime than the minimum established under this act. The Bureau will have to address the particular facts of each use of on call time. Copyright 2020 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. Many executive and administrative employees are considered exempt for overtime purposes even if they are paid hourly. Unfortunately, many people working today have misconceptions about labor laws and are unsure where to go for help. Employers can also terminate an employee for refusal to work the mandated overtime. In Pennsylvania, however, this restriction does not apply because PA law does not allow it. Meet with employees to enter agreed-upon predetermined and regularly-scheduled work shifts. Consider and implement bona fide on-call staff and procedures. Does not apply to facilities and employees which do not fall within the definitions of Health care facility and Employee contained in section 2 of Act 102. An individual employed by a health care facility, the Commonwealth of Pennsylvania or one of its instrumentalities, or a political subdivision (such as a county, municipality, school district, local government). The department does not require employers to provide their employees with mandatory rest days and does not prohibit most employers from requiring their employees to work mandatory overtime hours as long as they comply with the federal and state overtime laws. Any answers or opinions concerning Act 102 may be revised through hearings, appeals, future enforcement or regulation. Time you spend on call may or may not entitle you to overtime pay in Pennsylvania. Now, starting on December 1, 2016, most employees earning less than $47,476 per year are automatically eligible for overtime. A highly unusual or extraordinary event which is unpredictable or unavoidable and which substantially affects the provision of needed health care services or increases the need for health care services. Vacancies arising from chronic short staffing are not an unforeseeable emergent circumstance. An employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work. Pennsylvania Overtime Rules. Pennsylvania has slightly more strict labor laws and regulates the hours worked by anyone under the age of 18. For adult employees, there is no legal limit to the number of hours that one can work per week, but the Fair Labor Standards Act dictates standards for overtime pay in both the private and public sector.On a work week basis, this act requires employers to pay a wage of 1 1/2 times an employee's normal pay rate after that employee has completed 40 hours of work for workers 16 and over. Pennsylvania overtime law states that employees must receive time-and-a-half compensation for hours worked in excess of 40. Does not prohibit overtime for on-call time allowed under Act 102, if certain unforeseeable emergent circumstances occur or if an employee must complete a patient care procedure already in progress at the end of regularly-scheduled shift and the employee’s absence could have an adverse effect on the patient. The Pennsylvania overtime labor laws, however, covers every business in the state, or almost. After 40 hours, an employee is entitled to receive no less than one and a half times their regular pay. Overtime policies: mandatory and voluntary. An unforeseeable declared national, state or municipal emergency. Pennsylvania Act 102 covers health care providers (broadly defined) in Pennsylvania. Mandatory Overtime Laws: Everything You Need to Know Federal mandatory overtime laws allow employers to require their employees to work overtime. Employees may also agree to work any overtime. Review "reasonable efforts" to assure that these efforts are allowed by law or regulation and which provide staffing that is qualified to deal with patient needs. Mandatory overtime, in these situations, should be utilized as a last resort and the employer should provide the employee up to 1 hour to arrange for the care of the employee’s minor child or disabled family member. Pennsylvania law requires that a worker's pay for overtime hours must be at least 1.5 times his or her regular pay rate. Factors on whether a last minute call in constitutes grounds for allowing mandatory overtime include whether the employer could have prudently planned for the unexpected absence, whether there is a pattern of absences at certain times, whether the absence impacts patient safety and the employer’s efforts and policies concerning unexpected absences, among other things. The federal government has no specific rules regarding overtime for people over the age of 16 and does not offer employees protection from being forced to work more than 40 hours in a week. Arranging 1 hour for the care of the employee’s minor child or elderly or disabled family member when unforeseeable emergent circumstances occur. Because work was very busy, you ended up working 8 hours on Saturday. Pennsylvania employers are only required to pay an employee overtime rates for any hours WORKED over and above 40 hours. Staffing: The ANA's Primary Concern 1. An employee also includes an individual employed through a personnel agency that contracts with a health care facility to provide personnel. If your employer does give you breaks, they must be paid breaks unless they are 20 minutes or longer. Become familiar with Act 102 and the employees that are covered. The South Carolina Department of Labor, Licensing and Regulations is responsible for administering the state’s labor laws. An employer should also utilize reasonable efforts to fill the vacancy as described in a previous FAQ. Pennsylvania employers must still comply with the overtime requirements of Pennsylvania's Minimum Wage Act (35 P.S. concerns by outlawing the practice of mandatory overtime for certain healthcare workers. To stay competitive when attracting and retaining employees, most companies do provide breaks and meal periods, but they are not required to do so. Mandatory overtime is when your boss makes you work more than 40 hours in a week. This is where the unique character of Pennsylvania’s overtime labor laws can be seen. Unexpected absences, discovered at or before the commencement of a scheduled shift, which could not be prudently planned for by an employer, and which could significantly affect patient safety. PA Dept. However, on-call may not be utilized to circumvent Act 102’s intent or as a substitute for mandatory overtime. During the recent declared state of emergency and in conjunction, with COVID-19, is a health care facility permitted to mandate overtime? A general or special hospital, a psychiatric hospital, a rehabilitation hospital, a hospice, an ambulatory surgical facility, a long-term care nursing facility, a cancer treatment center using radiation therapy on an ambulatory basis and an inpatient drug and alcohol treatment facility. An employee may waive this off-duty time, however. Who receives an hourly wage or is classified as a nonsupervisory employee for collective bargaining purposes. Forced overtime (also known as mandatory overtime) is a topic of constant conflict in many workplaces and a sticking point for labor advocates. Pennsylvania law requires that a worker's pay for overtime hours must be at least 1.5 times his or her regular pay rate. The Other Side of Mandatory Overtime; Beyond Mandatory Overtime: The ANA and nurse leaders take aim at RN fatigue and workplace practices. The Fair Labor Standards Act (FLSA) is responsible for establishing the 40-hour work week for employees. Educate employees and supervisors on Act 102. Employees may also agree to work any overtime. Document when overtime occurs, the circumstances surrounding the use of overtime (e.g, ongoing care, unforeseeable emergent circumstance) and whether the overtime was voluntary or mandatory. If an employee typically makes $8 an hour, then their overtime pay would be $12 for all hours worked after 40 hours in an average workweek. Some exceptions apply under special circumstances to police and firefighters and to employees of hospitals and nursing homes. Some employees, known as exempt employees, do not receive a pay increase for overtime hours worked. If an employer refuses to work mandatory overtime, he or she can be disciplined and terminated. A mental retardation facility operated by the Department of Public Welfare. Under Pennsylvania labor laws and overtime rules in PA, overtime pay of at least 1 ½ times the employee’s regular wage rate must be paid for all hours worked over 40 in a workweek. The federal overtime law is found in the Fair Labor Standards Act (FLSA). The Bureau may review the intent underlying the use of on call time, how it is used and the facility’s needs and past practices, among other things. Your employer does not have to pay you for any on-call time during which you are allowed to do what you please unless and until you are called to duty. Employers are not allowed to average an employee's hours over multiple weeks, or to give “comp time” in lieu of overtime, according to PA overtime laws. Recent changes in federal law allow employers to limit the amount of overtime work for employees earning more than $100,000 a year. Pennsylvania's overtime regulations are almost identical to the federal labor regulations requiring employers to pay their nonexempt employees at least time and one-half for work exceeding 40 hours per week. An employee required to work more than 12 consecutive hours under the Act 102’s exceptions or who volunteer to work more than 12 consecutive hours may receive 10 consecutive hours of off-duty time immediately following the worked overtime. Additionally, in some states, employers can penalize employees who refuse to work despite a lack of threat to their safety and health, as long as they receive one and a half times their regular pay for every hour exceeding their work week, as per the Fair Labor Standards Act (FLSA). From state to state labor laws can differ, and numerous states have implemented restrictions (California for requires a mandatory day off for every seven day work period - … and regulations. Keystone State. 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