Am I Entitled to Overtime Pay as a Year-Round, Non-Exempt Employee in New Hampshire?

Question from Biff, Am I Entitled to Overtime Pay as a Year-Round, Non-Exempt Employee in New Hampshire?

Answer from AI:

The question of whether you’re entitled to overtime pay as a year-round, non-exempt employee in New Hampshire who also works at an overnight youth camp during the summer can be complex. It depends on several factors, including your employment status, the nature of your work, and the specific exemptions that apply to your situation.

Understanding Overtime Laws

In general, under the federal Fair Labor Standards Act (FLSA), non-exempt employees are entitled to overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay. However, there are certain exemptions to this rule.

Exemptions for Camp Employees

The FLSA provides certain exemptions for employees of organized camps, such as overnight youth camps. According to the Department of Labor, an establishment (like a camp) is exempt from FLSA overtime requirements if it “does not operate for more than seven months in any calendar year.”

Year-Round vs. Seasonal Work

The key issue in your situation is the distinction between your year-round work and your summer camp work. If these are considered separate jobs, it’s possible that the camp job could be exempt from overtime pay, while the year-round job is not. However, if they’re considered part of the same job, you may be entitled to overtime pay for hours worked over 40 in a week.

It’s important to note that state laws can also impact overtime requirements. New Hampshire’s labor laws generally align with federal laws, but there may be specific rules or interpretations that apply.

Next Steps

Given the complexity of these issues, you may want to:

1. Review your employment contract and any relevant company policies.
2. Consult with a labor or employment attorney to understand how the laws apply to your specific situation.
3. Contact the New Hampshire Department of Labor or the U.S. Department of Labor for guidance.

Remember, this information is a general overview and not legal advice. Laws can change, and each situation is unique. Always consult with a legal professional for personalized advice.