The process of paying overtime for any work is somewhat complicated. There are many employees in the work field, who are exempted from overtime. California employers always have a tremendous responsibility to deal with these issues. The most common of the costly mistakes that an employer often makes is to provide the wrong company as an exemption for employees from overtime. So employers often have to sue for these misconceptions about overtime pay. An employee acquires their overtime pay right through an expert employment lawyer. Plaintiff's lawyer like such case a lot. One of the reason is that the employer has to prove that the employees have been exempted from overtime pay, and they have not violated any law. However, in this article, we will discuss what you need to know about overtime law. 

Considerations for overtime pay

One of the salient features of the paying overtime pay to an employer is what employees are exempt from overtime pay? Because under California law, an employer has to pay employees overtime at the rate of one a half times the basic salary. However, there is the specific guideline in this case, such as having to work more than eight people in single work hour, working a single workweek for more than forty-hour per, and the first eight hours a particular workweek was working on the seventh day of work. In some cases, employers have to pay employees twice as much time. When twelve people work one hour per hour, and eight people work on the seventh day in a row in certain workweek per hour. So even if all employers in California are salaried employees, they should start working on this promise that every employee is entitled to overtime pay. The most straightforward lie in this matter is that the employee is not entitled to overtime pay if the employee is paid. 

Those employees are exempt from overtime pay:

According to the California Labor Code, many workers were exempt from the overtime pay act and the hour's act. One of the most significant categories of these exempt employees is executive, administrative and professional employees. In many cases, this administrative waiver is referred to as "white-collar exemption". Employees working in this department are paid more than double the minimum wage. Mainly more than 50% of executive, administrative or professional employees are engaged in such duties. Under this white-collar exemption, the minimum annual salary for an employee in California is $49,920. However, employees who are not involved in manual labour in the workplace and who are allowed to make a discretionary or independent judgment at work are exempt from this overtime pay.

Another employer who is exempt from overtime pay

Many employees are exempt from overtime pay without executive, administrative, and professional employees. Following some specific employees, they are exempt from overtime pay.

Medical practitioner and Surgeons

Licensed doctors of surgeons employed by any organization are exempted from overtime pay. In this case, the doctor or surgeon must be paid at least $55 per hour. Because a doctor play a significant role in these company and their independent judgment applies. And their salaries tend to be more than double that of an employee involved in manual labour. So they are exempt from paying for overtime. 

Computer software professionals

Whenever an employee is engaged in computer software related work, they are exempt from paying overtime pay. However, to qualify for this exemption, an employee must have specific characteristics. One of them to be engaged in work that is intellectual or creative, and the responsibility of the work must include consideration and the practice of judging freedom. And employees must be proficient in computer programming, system analysis and software engineering, and must be paid $42.35 per hours.