Arizona Overtime Laws – AZ

HELPLINE

As a hard-working employee, you make sure that your employer has what they need. And in return, your employer should provide you with what you need as well, especially when it comes to your pay.

If you’re an employee working more than 40 hours in a single workweek, then you need to make sure that your employer provides you with overtime pay if you qualify for it. The laws aren’t easy to understand as there are exceptions and exemptions based on the types of employees. However, it pays to understand wage laws to make sure you’re being compensated fully for your hard work.

Summary of Arizona Overtime Law

The table below provides an overview of overtime laws in Arizona.

State/Federal Statutes
  • Fair Labor Standards Act (FLSA) overtime provision
  • There is no state overtime law in Arizona
Methods For Overtime Calculation:
  • Hourly Employees: 1.5 x Normal pay rate for all hours above 40 in a single workweek.
  • Hourly Employees with Plus Bonus and/or Commission: To determine the regular rate, take the total hours worked multiplied by the hourly rate, then add the workweek bonus/commission. Next, divide by the total hours in a single workweek. Finally, pay half of the adjusted rate for every hour of overtime.
  • Salary Employees: To determine the regular rate, take the salary and divide by the number of hours the salary is supposed to cover.
    • Add the regular rate for each hour up to 40 hours if the hours total less than 40. For all hours after 40, 1.5 x the regular rate.
    • Pay 1.5 x the regular rate for each hour over if the total hours worked is above 40.
Overtime Rules in Arizona
  • Working nights, holidays, and weekends does not qualify as overtime.
  • Only government employees qualify for comp time.
  • Employees can be required to work overtime.
Wage Complaint Filing Process
  • File a Complaint to the U.S. Dept. of Labor
  • File a Wage Complaint Form with the Illinois Dept. of Labor

Note: New legislation, high court rulings (federal court decisions included), ballot initiatives, and other influences can change state laws. Please refer to a qualified Arizona attorney or complete your own research to verify the laws to ensure accuracy.

Overtime Laws in Arizona

Arizona follows the Fair Labor Standards Act (FLSA). It does not have its own state overtime laws. The FLSA requires employers to pay non-exempt employees a rate of 1.5x their standard rate of pay for any hours worked over 40 in a single workweek. For example, if you are an employee that earns $10 per hour, once you reach 40 hours in a work week, your pay increases to $15 per hour. This usually covers salaried employees who earn less than $455 per week as well as hourly employees.

Overtime Pay Calculator – Click here to find out how much you could be owed

Does Working Nights and Weekends Count as Overtime Pay?

Employers in Arizona do not have to pay employees who work weekends and evenings overtime pay. They can, however, offer an increase in pay as an agreement between the employee and the employer.

When Can Comp Time Serve as a Substitute for Overtime Pay?

Comp time as a substitute for overtime pay may only be offered to government employees. Comp time is when an employer provides paid time off in exchange for hours worked over 40 as an alternative to paying overtime rates for non-exempt employees. While states and county employees may be allowed comp time, it is an FLSA violation to offer private employees comp time. It is also important to note that after 180 days, employees lose any unused comp time.

What Kinds of Employees Are Exempt from Federal Overtime?

If a business does not earn a minimum of $500,000, the FLSA does not apply. However, employees involved in interstate commerce, specifically, mail processing and credit cards, is an exception. These employees do qualify for overtime, regardless of the size of the business.

If an employee meets certain requirements based on job duties and salary, they can qualify as exempt. They must meet the U.S. Department of Labor’s requirements. Here are a few examples of these types of jobs:

    • “Learned Professionals”
    • Administrators
    • Commissioned Retail Employees (some types)
    • Executive Employees
    • Outside Salespeople
    • Taxi Drivers

Do You Think You Have a Case? Contact Lemberg Law for Counsel

If you feel that an employer has taken advantage of you or someone you care about, please get in touch with the Lemberg Law legal team. Complete our form for a FREE case evaluation, or call  855-301-2100 NOW. You may be entitled to compensation for damages, injuries, or lost wages for Federal and state wage law violations.

4 COMMENTS
  • Laneen P

    I work nights with an PRD rate. My overtime is on the same shift that they pay me the PRD rate…Do I get my overtime at my regular rate or my PRD rate?? I feel as though I am being cheated>>>

  • Janet Patterson

    I am unsure about the overtime that i put in as an office manager. I was salary, but clocked in and out. I know each state is different.

  • Dawn Sanchez

    Do you have to physically work 40 hours to receive overtime pay? Meaning- If you use 8 hours of sick pay and 32 hours worked pay to total 40 hours and you have 16 hours of overtime in that pay period are you entitled to receive your overtime pay rate for your 16 hrs

  • Sean Hantz

    I just started a job and one of my co-workers told me we only get paid overtime after 45 hours per week. How is this permissible? The position is for a field repair technician for fitness equipment, driving a company truck, with a bi-weekly paycheck. An official employee, not a 1099 position. How are they able to get an extra 5 hours of work out of us before the overtime rate kicks in?

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