Ohio requires 1.5× overtime for hours worked past 40 in a workweek.
Ohio Revised Code § 4111.03 mirrors federal FLSA requirements for overtime pay, mandating time-and-a-half for non-exempt employees working over 40 hours in a single workweek. This includes incorporating federal exemptions for executive, administrative, professional, and outside sales employees, as well as methods for calculating the regular rate of pay.
FLSA-Mirror Weekly Overtime
Ensures compliance with Ohio's overtime law, mirroring federal FLSA standards.
What those rules do as an Ohio shift is created.
Teambridge processes every shift entry against Ohio's weekly overtime rule, ensuring accurate pay calculations and compliance. This happens automatically, whether an employee clocks in, a manager adjusts a shift, or a schedule is imported.
Optimize Silently
When an employee works over 40 hours in a workweek, Teambridge automatically applies the 1.5× overtime rate to all hours exceeding the threshold, calculating the correct pay without manual intervention.
Flag
If a shift entry or adjustment would result in an overtime calculation that deviates from standard policy (e.g., an unusual rate, or a potential misclassification issue), Teambridge flags it for review by a payroll administrator.
Avoid
Teambridge can be configured to prompt managers if a scheduled shift would push an employee into overtime unexpectedly, allowing for adjustments to avoid unplanned labor costs while maintaining compliance.
Stop worrying about Ohio compliance.
Teambridge handles the complexity of Ohio's wage and hour laws, so you don't have to. Get accurate payroll, every time.
Ohio mandates 1.5× pay for hours exceeding 40 in a workweek.
Ohio's overtime law, codified in ORC § 4111.03, mirrors federal FLSA requirements, mandating that employers pay non-exempt employees one and one-half times their regular rate of pay for all hours worked over 40 in a workweek. This includes incorporating federal definitions for "regular rate" and recognized exemptions.
Ohio Revised Code § 4111.03
Every employer shall pay to each of his employees wages at a rate not less than one and one-half times the employee's regular rate of pay for all hours worked in excess of forty hours in any one workweek, except as provided in this section. The "regular rate" as used in this section means the rate as determined by the "Fair Labor Standards Act of 1938," 52 Stat. 1060, 29 U.S.C.A. 201, as amended.
Federal FLSA Integration
Ohio explicitly incorporates the definitions and methodologies of the federal Fair Labor Standards Act (FLSA) for determining the "regular rate of pay" and identifying exempt employees. This means that Ohio employers must adhere to federal standards for executive, administrative, professional, outside sales, and certain computer employee exemptions. Proper classification is critical to avoid misclassification penalties.
Workweek Definition and Calculation
A "workweek" is defined as a fixed and regularly recurring period of 168 hours (7 consecutive 24-hour periods). It does not have to coincide with the calendar week. Overtime is calculated based on hours actually worked within that defined workweek. Paid leave, holidays, or sick time generally do not count as "hours worked" for overtime calculation purposes unless specified by contract or company policy.
Teambridge ensures Ohio weekly overtime compliance without a second thought.
From the moment a shift is logged, Teambridge's rule engine evaluates it against Ohio's overtime requirements, seamlessly applying the correct rates and maintaining an immutable audit trail for every calculation.
Real-time Overtime Prediction
As employees clock in or managers schedule shifts, Teambridge continuously monitors total hours for the workweek. If a shift is projected to trigger overtime, the system can provide real-time alerts or automatically adjust the pay rate for the exceeding hours.
Automated Rate Application
During payroll processing, Teambridge's engine automatically identifies all hours worked over 40 in the defined workweek for non-exempt employees and applies the 1.5× regular rate, ensuring accurate gross pay calculation without manual intervention.
Transparent Compliance Records
Every overtime calculation, including the hours, regular rate, and applied multiplier, is meticulously logged. This creates an unalterable audit trail, simplifying compliance checks and providing irrefutable proof of adherence to ORC § 4111.03.
Federal Exemption Mapping
Teambridge allows for precise employee classification, mapping federal FLSA exemption statuses directly to individual profiles. This ensures that overtime rules are only applied to non-exempt employees, aligning with Ohio's adoption of federal exemption standards.
People also ask.
Does Ohio have its own overtime law, or does it follow federal FLSA?
Ohio's overtime law, Ohio Revised Code § 4111.03, explicitly mirrors the federal Fair Labor Standards Act (FLSA). This means that Ohio employers must adhere to FLSA standards for calculating overtime at 1.5 times the regular rate of pay for hours worked over 40 in a workweek, and for defining exemptions.
What is considered "hours worked" for Ohio overtime?
"Hours worked" generally refers to all time an employee spends performing duties for the employer. This includes active work, on-call time where the employee cannot use their time for their own purposes, and certain training periods. Paid leave, holidays, or sick time are typically not counted as "hours worked" for overtime calculation unless a specific company policy or collective bargaining agreement dictates otherwise.
Are there any industries or employees exempt from Ohio's overtime law?
Yes, Ohio follows the federal FLSA exemptions. This includes employees classified as executive, administrative, professional, outside sales, and certain computer employees, provided they meet specific salary and duties tests. Other exemptions may apply for certain agricultural workers, highly compensated employees, and employees of certain seasonal amusement or recreational establishments.
How is the "regular rate of pay" calculated for Ohio overtime?
The "regular rate of pay" includes all remuneration for employment paid to, or on behalf of, the employee, with certain exceptions. This typically includes hourly wages, non-discretionary bonuses, commissions, and shift differentials. It is calculated by dividing the total weekly compensation by the total number of hours actually worked in that week.
Can an employer average hours over two weeks to avoid overtime in Ohio?
No, Ohio's overtime law, like the FLSA, requires overtime to be calculated on a workweek-by-workweek basis. Hours cannot be averaged over two or more workweeks, except in very specific circumstances for certain healthcare employees under an agreement (the "8/80" rule), which is not generally applicable.
What happens if an employer fails to pay overtime in Ohio?
Employers who fail to pay proper overtime wages in Ohio can face significant penalties, including back wages, liquidated damages (often equal to the unpaid wages), and attorney fees. Employees can file a complaint with the Ohio Department of Commerce, Division of Industrial Compliance, or pursue a private lawsuit.