College football overtime rules 2025: Explaining how the NCAA OT format works and differences from NFL

If they score a touchdown, or if there is a defensive touchdown or safety, the game is over. This presents a controversial situation where neither team is guaranteed the ball. If the first team doesn’t score, it then goes to sudden death with the next point winning the game.

Right to Fair Overtime Compensation

State overtime laws may include additional rules for working beyond a certain number of hours in a workday. For example, in Alaska, nonexempt employees receive overtime pay if they work more than eight hours in a day. The application of overtime rules often varies between hourly and salaried employees. Hourly workers typically receive overtime pay for extra hours, while salaried employees may be exempt from overtime depending on their role and compensation level.

Saray is the Head of Human Resources at Connecteam, where she leads a team of HR specialists. She has a diverse background in recruiting and HR management and deeply understands the unique challenges presented to high-growth companies. Saray has strong managerial and business leadership skills, making her a relentless force in solving company issues. Check with your state DOL to understand the specific rules for your location. Join Community Hub, a trusted space where Sage users connect, collaborate, and grow. Share your insights, find solutions, stay up to date, and get the most out of what is overtime Sage.

• And, be sure to check with your state Department of Labor for more information.
• “Technically, the overtime rate is $30 an hour — but $20 of it is regular pay and then the remaining $10 is the premium for the overtime,” Pierce said.
• Under the FLSA, employers are required to keep detailed records of all hours worked by their employees.
• Employers may choose to pay more than this in overtime pay, but legally, they are not required to pay more.

The Department will update this notice with additional information as it becomes available. The calculation hinges on knowing the hourly overage for the week and multiplying overtime hours by an overtime pay rate (typically 1.5 or 2 times the regular hourly rate). Under the FLSA, employers must pay nonexempt employees overtime at a minimum of 1.5 times their regular pay rate. While the FLSA sets a federal baseline for overtime regulations, many states have enacted their own laws that can offer more stringent protections for workers. For instance, some states require overtime pay for hours worked over eight in a single day, rather than the 40-hour weekly threshold mandated by federal law. This means that an employee who works a full 8-hour day, followed by an additional 2 hours, would qualify for overtime pay for those extra hours under state law, even if they haven’t exceeded the 40-hour workweek.

Keeping meticulous records can help protect employers in the event of audits or disputes over overtime pay. It also serves as a useful reference for managing payroll and ensuring compliance with both federal and state regulations. States such as California, Massachusetts, and New York have their own specific guidelines that can affect how overtime is calculated and when it applies.

Overtime in the US: Fair Labor Standards Act

According to the Fair Labor Standards Act (FLSA), any time worked beyond this threshold qualifies for overtime pay. Because overtime was specifically designed as a protection for the blue-collar working class, a variety of exceptions were made to the FLSA’s overtime provisions. In addition to creating the Minimum Wage and labor safety regulations, the FLSA introduced overtime regulations guaranteeing all non-exempt workers time-and-a-half pay for all hours worked exceeding 40 per week. The overtime rate must be at least 1.5 times the amount of your hourly pay rate. Your employer must pay you at the overtime rate for the extra hours you worked.

• You have an employee who earns $25 per hour and works a regular schedule of 40 hours a week.
• “Is Extra Pay Required For Weekend Or Night Work?”Additional information about overtime pay.
• They still need to record all hours worked and receive overtime pay for the hours worked in excess of the legal maximum.
• Double time pay is when an employer pays an employee twice their hourly rate of pay.

According to FLSA federal law, employers do not have the right to waive overtime pay even if an agreement or announcement has been provided to the employees. Department of Labor in September 2019, nonexempt workers earning less than $35,568 per year must get paid for overtime. An employee must receive their overtime payment on their scheduled payday. Overtime is important because it ensures that employees are fairly compensated for additional work performed beyond their regular working hours. It also helps businesses maintain operational flexibility when there is a need for extra labor, such as during busy periods, project deadlines, or unforeseen circumstances. A transparent overtime policy and adherence to government laws can promote ethical overtime compensation.

It’s also essential to carefully manage and track overtime to ensure you’re paying your employees correctly. Every non-exempt employee has the legal right to receive fair compensation for overtime hours worked, which is typically calculated at a rate of 1.5 times their regular hourly wage. This right is protected by the Fair Labor Standards Act (FLSA), which mandates that employers adhere to these overtime pay requirements. Overtime refers to the hours worked by an employee that exceed their regular, contracted working hours. In most cases, overtime hours are compensated at a higher rate than regular hours. The exact definition and pay rate for overtime can vary depending on the company’s policies, employment contract, and local labor laws.

There are, of course, still some differences between playoff games and regular season games. There was also a proposal on the table to potentially expand the overtime period to a full 15-minutes, but the NFL opted to keep the 10-minute length intact. Explore how a comp time policy can help you manage overtime, improve flexibility, and comply with labor laws. The deduction is specifically limited to federal income tax withheld from overtime premium compensation.

As an employer, it’s your responsibility to properly categorize your employees as exempt or nonexempt for the purposes of overtime. The FLSA criteria around this can be complex to understand and apply so it’s worth seeking legal advice on this. Employees should also keep an eye on their hours during these busy periods to ensure they are correctly compensated for any overtime worked. Establishing clear expectations and processes for managing seasonal work can help prevent misunderstandings and maintain a positive work environment.

To be exempt from overtime pay, an employee needs to earn more than $47,476 annually. They must be treated as a salaried employee, and must be paid in set portions, at set intervals. Exempt employees also need to do some type of white-collar work consisting of professional duties or administrative tasks. Today, overtime compliance is managed by the federal and state branches of the U.S. Employees who are not paid proper overtime wages for hours worked can file an unpaid overtime claim with the local Department of Labor branch, who will work with the employer to ensure compliance with the law. In 2008, there were close to 200,000 individual backwage complaints sucessfully settled by the Department of Labor with over $140.2 million dollars in backwages transferred.

So, an employee who works 10 hours on Monday and seven hours a day for the next four days are not considered to have worked overtime for purposes of pay in states that keep the 40 hours standard. These records are important in case your employee claims you violated FLSA requirements. You have to pay them the normal wages for the first 40 hours and overtime for 10 hours. “Technically, the overtime rate is $30 an hour — but $20 of it is regular pay and then the remaining $10 is the premium for the overtime,” Pierce said. The hourly pay should reflect any non-discretionary additional pay on top of an employee’s standard hourly rate, such as shift differential or production bonuses.