Can you pay an employee 2 different hourly rates?

If an employee receives two different hourly rates, you have your answer: They’re nonexempt. An exempt employee must receive a salary as one of the three requirements. But, it’s possible for a salaried employee to take on a second job at one business.

Can employer pay different rates same job?

It is legal for a company to pay different wages for the same or similar job, but only if there are non-discriminatory material factors which explain the reason for the difference.

Can you pay an employee both salary and hourly?

Some employers are now changing their hourly employees over to salary, and doing so is legal if done properly. Switching back is legal, too, again provided it is done legally. Recent changes are due in many cases to the Fair Labor Standards Act (FLSA)’s overtime rule, which started in January 2020.

Can you pay an employee a day rate?

The federal Fair Labor Standards Act does permit employers to pay non-exempt workers on a day-rate basis. Under this approach, employees receive a fixed amount of daily pay for each workday on which they perform any work, regardless of the number of hours worked in the workday.

Is it legal to work 2 jobs for the same company?

It is legal only if the positions (both off them) are exempt from the overtime requirements of the Fair Labor Standards Act. If the same employee works 80 hours a week for the same employer, the fact that it involves two separate jobs is legally meaningless.

Is flat rate pay better than hourly?

In a flat rate system, newer mechanics may take longer on jobs and may be paid less overall than if they were in an hourly rate pay system. For technicians who have extensive experience and certifications, the value of flat rate pay may also be lower than what they might earn in an hourly rate pay system.

How many hours constitutes a day rate?

A day rate is usually based on an eight-hour workday. A worker who is paid a day rate is entitled by law to time-and-a-half for work beyond a 40-hour week. In the U.S., a company paying a day rate is required to pay overtime if the individual works more than 40 hours a week.