Kentucky Overtime Laws

Time-and-a-half after 40 hours, plus a limited seventh-day rule is the practical starting point for most covered, nonexempt employees.

Overtime is calculated by workweek, not by pay period. An employer cannot average a long week and a short week together to avoid overtime that was earned in the long week.

Kentucky's seventh-day rule applies only in the circumstances described by the statute and has exemptions. It does not apply when the employee is not permitted to work more than 40 total hours in the workweek.

The general rule does not fit every worker or workplace. These points are especially important in Kentucky:

• -A covered employee who works all seven days in one workweek may earn time-and-a-half for work on the seventh day.
• -The seventh-day rule is separate from the ordinary weekly calculation, but the same hour is not paid twice as two overtime hours.
• -Officers, superintendents, forepersons, certain guards and other listed workers can be excluded from the seventh-day provision.

Under the FLSA, hours worked generally include time the employer requires or permits an employee to spend working. That can include required preparation, certain training or travel, and work performed before clocking in or after clocking out.

Paid vacation, holidays and sick leave usually are not hours actually worked for the federal 40-hour calculation. A contract, policy or state-specific rule can be more generous.

The workweek is a fixed, recurring period of 168 hours. It does not have to run Monday through Sunday, but it cannot be changed from week to week simply to avoid overtime.

Being paid a salary does not automatically remove an employee's right to overtime.

Common executive, administrative and professional exemptions depend on the employee's real job duties and the applicable pay-basis requirements. A title such as "manager" does not settle the question.

State exemption tests can differ from federal tests. Employers should apply every law that covers the work rather than relying only on payroll method or title.

An employer may require advance approval before overtime is worked. Even so, covered work generally must be paid when the employer required it, allowed it, or knew or should have known it was happening.

The employer may address a violation of its scheduling policy separately, but it cannot accept compensable work and then erase the hours from payroll.