Under the Fair Labor Standards Act of 1938 (FLSA), there is no limit to the number of hours that an employee may work, either daily or weekly.

FLSA requires that overtime must be paid to all non-exempt jobs for hours worked over the maximum in a workweek. This usually means hours worked in excess of 40 in a workweek. Jobs that are exempt do not qualify for overtime pay.

The U.S Department of Labor (DOL) assumes that all jobs are eligible for overtime pay unless proven by the employer to be exempt. Employers are required to evaluate and document all jobs to establish whether FLSA overtime provisions apply to them or not (exempt or non-exempt). Employers must use established, standard criteria to determine which jobs are exempt from overtime pay provisions.

Contact your Compensation Consultant, administrative unit HR Professional, or Human Resources Consultant if you have questions regarding exempt/non-exempt status of a job.