In Ohio, the law requires employers to pay overtime compensation to employees who work more than 40 hours in any given workweek. Overtime pay must be at least one and one-half times an employee's regular pay rate for each hour worked over 40 hours in a week.
There are some exceptions to this rule, including employees who are exempt from the overtime pay requirement under federal and state laws. These exemptions include executive, administrative, and professional employees, as well as certain computer professionals and outside salespeople. Certain other exemptions may also apply for certain types of businesses or industries.
Employers must keep accurate records of all hours worked by employees, including regular and overtime hours, and must maintain these records for at least three years. Employers who fail to pay overtime wages as required by Ohio law may be subject to legal action and civil penalties.
Employees who believe that they have not received overtime pay as required by Ohio law may file a complaint with the Ohio Department of Commerce, Wage and Hour Bureau or the U.S. Department of Labor. They may also seek legal assistance from a licensed attorney to help them understand their rights, potential damages, and legal options for recovering unpaid overtime wages.
If an employee is covered by a union contract, the specific terms of the contract may also impact overtime pay requirements. In these situations, it is important to review the provisions of the contract and consult with a labor law attorney when necessary to ensure compliance with both state and federal laws.
Overall, employers in Ohio are required to pay overtime compensation to eligible employees, and must keep accurate records to demonstrate compliance with the law. Employees who believe that they have been denied overtime pay should seek legal advice promptly to protect their rights and explore their legal options for redress.
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