Navigating 3 special pay situations: Piece-rate, waiting time, and on-call time

The federal Fair Labor Standards Act (FLSA) requires employers to compensate non-exempt employees at least the minimum wage for each hour worked and pay them overtime (at 1.5 times the employee’s regular rate of pay) whenever they work more than 40 hours in a workweek. The amount employees should receive in pay cannot be determined accurately without knowing the number of hours worked. This can be especially tricky when the employee is paid on a piece-rate basis or has waiting time or on-call time during the workweek. To help you navigate these situations, l...

The federal Fair Labor Standards Act (FLSA) requires employers to compensate non-exempt employees at least the minimum wage for each hour worked and pay them overtime (at 1.5 times the employee’s regular rate of pay) whenever they work more than 40 hours in a workweek. The amount employees should receive in pay cannot be determined accurately without knowing the number of hours worked. This can be especially tricky when the employee is paid on a piece-rate basis or has waiting time or on-call time during the workweek. To help you navigate these situations, listen in as we cover:

• [01:00] Defining a piece-rate employee
• [02:56] Minimum wage rules for piece-rate employees
• [03:49] Tracking hours for piece-rate employees
• [04:24] Calculating overtime for piece-rate employees
• [05:16] Waiting time
• [07:20] On-call time

This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date. 

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