Ace the APHR Challenge 2025 – Unleash Your HR Superpowers!

The Fair Labor Standards Act (FLSA) defines overtime pay specifically as one and a half times an employee's regular rate of pay for all hours worked over 40 in a workweek. This provision ensures that employees are compensated fairly for extra hours beyond the standard 40-hour workweek, reflecting the intent of the legislation to encourage employers to regulate employee work hours and avoid exploitation.

Under the FLSA, the requirement applies to non-exempt employees, which means employees who are not in specific categories that are exempt from overtime laws. This means that if an employee works more than 40 hours in a week, their earnings for those additional hours should be calculated at a rate of 1.5 times their usual hourly wage. This structure is in place to recognize the additional effort and time commitment required from employees who are working extra hours.

In contrast, other options suggest alternative compensation structures that do not align with the legal definitions set forth by the FLSA. Some imply a doubling of pay, a flat rate without considering hours worked, or standard pay for all hours regardless of overtime. None of these accurately reflect the overtime pay calculation established by the FLSA, which is specifically aimed at fair compensation for extra work.