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In the absence of contractual agreements that restrict work hours (such as collective bargaining agreements), employers may effectively force employees to work any number of mandatory overtime hours within reason.If you are protected by the Americans with Disabilities Act (ADA) or Rehabilitation Act, then your employer might be required to modify your mandatory overtime schedule to reasonably accommodate your disability.As a result, workers 16 and older who refuse to work it are "legally" subject to employer discipline, up to and including discharge.Under FLSA overtime law (exclusive of child-labor provisions), total daily and weekly work hours are a matter of contractual agreement between employers and employees or employers and unions.The changes are currently effective July 1, 2020, and the remaining 3.5% of their 6% contributions would still go into employees' individual account programs. Masih, attorney at Bennett Hartman Attorneys at Law, attorneys for the plaintiffs, said in an interview: “I think the main issue is that (PERS) is being asked yet again to reduce benefits for active employees who are not the cause of unfunded liabilities.” PERS spokeswoman Marjorie Taylor said the system cannot comment on pending litigation.The law also creates a new 5,000 limitation on subject salary used for the retirement system's benefit calculations and contributions for salaries earned after Jan. The Fair Labor Standards Act does not regulate paid time off.

Salaried exempt employees are not paid based on hours worked.

Conversely, when business is slower, an employer may force employees to take paid time off.

This practice is generally acceptable, provided it is applied fairly and consistently.

A clear and consistent policy outlines acceptable and unacceptable times for taking PTO and provides employees with reasonable notice to take the time off.

Federal law requires that employers apply fringe benefit policies, including PTO, without discrimination toward race, color, gender, religion or other protected classes. Employer may, however, cap the amount of vacation time that an employee can accumulate.

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