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Arizona Overtime Laws

Arizona Overtime Laws


There are no AZ overtime laws and rather, all overtime laws are based on the federal Fair Labor Standards Act, which sets the typical overtime rate and 1.5 the hourly wage for over forty hours worked in a week.  Complaints about overtime pay are made directly to the Department of Labor for investigation, though civil litigation is also an issue to contend with.  

Are there limitations within Arizona overtime laws?

There is no daily limit on the amount of overtime hours an employee can work in a day, as long as they are compensated with time and a half after they exceed forty hours worked that week.  These AZ overtime laws are consist with federal laws for overtime

Who are exempted from AZ overtime laws?

Salespersons are not paid based on Arizona overtime laws due to the fact that they largely set their own hours.  Executives and professionals that make more than $455 a week are also not paid overtime hours, and this is a provision in the federal FLSA.

Live in workers are not eligible for overtime and a number of agricultural workers are also not subject to the same provisions under Arizona overtime law.

Employees in essential services, including emergency services and transportation workers have special provisions for overtime pay and should consult their employment or collective bargaining agreement for more information on specific provisions related to their overtime work under AZ overtime laws.

There is no exact listing of employment that is exempt from Arizona overtime laws and federal regulation.  Factors that are considered in determining overtime eligibility include pay rate, skill level and the nature of the workplace.  There are standards to qualify jobs as outside sales, administrative, executive and professional and the Arizona overtime laws will correspond to these positions in terms of compensation and obligations, if any.

Are independent contractors covered by AZ overtime laws?

Independent contractors are not paid by Arizona overtime laws by the entities that hire them for work, though they will have to pay their own employees overtimes, in accordance with Arizona overtime laws.  Independent contractors are not considered legal employees under both state and federal law.  The contractors themselves however, might have to pay their employees according to AZ overtime law, except in a few limited circumstances involving family members as employees.

Do my breaks count for overtime pay under AZ overtime laws?

Meal breaks lasting more than 30 minutes are not considered eligible for pay or consideration for overtime pay.  Generally, these breaks allow the employee to leave the premises.  Though there is no state or federal mandate for it, break periods are allowed, typically no more than 20 minutes long.  These breaks count towards the hours worked in any overtime determination under federal and Arizona overtime law.

Working on-call as part of overtime pay under AZ overtime laws

Arizona overtime laws will count time spent on-call as part of your overtime pay as long as you are required to spend that time on-call on the premises of the workplace.  Those that are allowed to leave the premises yet are still on-call will not be eligible.  There might be other provisions depending on the type of employee, such as medical student, that might not count time spent on-call as part of an overtime determination un Arizona  overtime law.

What do I do if I have an employer disputer under Arizona overtime law?

If you have an issue requiring resolution under Arizona overtime law, seek out an Arizona overtime law attorney.  These Arizona overtime law attorneys will help you to secure damages against an employer, determine if you should ask for restoration of position, back wages and other rights to compensation and employment under Arizona overtime law.