What happens if an employee in a non-exempt position works over the designated maximum work week?

When an employee in a non-exempt position works over the designated maximum workweek, the proper course of action typically involves the provision of compensatory time. This practice aligns with the guidelines of the Fair Labor Standards Act (FLSA) and reflects how non-exempt employees are compensated for overtime work. Non-exempt employees are entitled to receive time-and-a-half pay for any hours worked beyond the standard 40-hour workweek, but compensatory time offers an alternative form of compensation where employees can earn time off in lieu of monetary overtime pay.

By allowing compensatory time, employers can manage labor costs while also providing employees with time to rest, attend to personal matters, or spend with family. This approach fosters a balance between work commitments and personal life, which can contribute to employee satisfaction and overall morale.

In contrast, options such as receiving a bonus, being placed on probation, or reporting to HR do not align with standard labor practices regarding overtime compensation for non-exempt employees. These alternatives do not typically address the need for appropriate remuneration for additional hours worked.