Are employers obligated to provide compensatory time for overtime?

In the District of Columbia, employers are generally not obligated to provide compensatory time for overtime. Compensatory time, also referred to as "comp time," is when employees receive paid time off work in lieu of overtime pay. However, certain employers may choose to provide compensatory time under certain circumstances. For instance, certain government agencies may provide compensatory time when it is mutually agreed upon in a collective bargaining agreement. Likewise, employers may offer compensatory time as a paid benefit to their employees, but this is not required. The District of Columbia does follow the federal regulations when it comes to overtime pay. Employees who work more than 40 hours in a workweek are entitled to one-and-a-half times their regular pay rate for all hours worked in excess of 40. This applies to all types of employees, regardless of whether they are exempt, nonexempt, salaried, or hourly. Employees in the District of Columbia are legally allowed to sue their employer for unpaid overtime if it was not provided. Additionally, the District has enacted legislation that protects employees from retaliation for reporting unpaid overtime. In summary, employers in the District of Columbia are not required to provide compensatory time for overtime, but certain employers may choose to do so. However, all employers are obligated to pay overtime if employees work more than 40 hours in a workweek. Employees who are not paid for overtime can report their employer and take legal action.

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Are employers obligated to provide compensatory time for overtime?

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