If you are an employee in Arkansas, you should be paid the standard overtime rate of 1.5 your normal pay for every hour worked after 40. However, there are no mandates in place that require employers to pay employees more for working weekends, holidays, or more than 8 hours in one day. Understanding these laws and whether or not you’re eligible to receive overtime pay is vital to make sure you’re earning the proper wage for your hard work.
Overtime Law Overview for Arkansas
Below Is an Outline of Critical Arkansas Overtime Law Components.
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Note: New legislation, high court rulings (federal court decisions included), ballot initiatives, and other influences can change state laws. Please refer to a qualified attorney or complete your own research to verify the laws in your state to ensure accuracy.
State Employees and Compensatory Time
If and only if you are an Arkansas state employee, you can receive “comp time.” Compensatory time is paid time off at a rate of 1.5 hours for each hour of worked over 40 hours in a single workweek. This is an alternative provider for overtime pay to government employees and can only be applied based on:
- Collective Bargaining Agreement (with applicable provisions)
- A Memorandum
- Agreements between employees and Arkansas State Agencies.
Overtime Exemptions for Arkansas
The following employees are exempt from Arkansas overtime laws:
- Administrative Employees
- Commission Based Employees (sales or retail)
- Employees of Employers with Less Than Four Employees
- Executive Employees
- Hospital Employees
- Professional Employees
If You Have Been Denied Overtime, Seek Legal Advice Immediately
State and federal laws concerning overtime pay are complex and are subject to change. It always helps to have a professional there to help. If you feel that you or someone you care about has not been properly compensated, then please get in touch with the Lemberg Law legal team today. 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.