Federal rules (everywhere)
- Overtime = 1.5× regular rate for hours over 40 in a workweek.
- White-collar exemptions (executive / admin / professional) need salary of at least $684/week ($35,568/year) plus specific exempt duties — most field trades folks don't qualify anyway.
The 2024 DOL tried big jumps ($844/wk then $1,128/wk) but courts blocked them. The $684/week threshold stays in 2026. Watch for updates — DOL may try again.
State rules — where it really hits
California — toughest
- Daily OT: 1.5× after 8 hrs/day, 2× after 12 hrs/day.
- Weekly: 1.5× after 40 hrs.
- Exempt salary: at least 2× state min wage for full time. With 2026 min wage at $16.90/hr, exempt needs $70,304/year or $1,352/week.
- Field crew? Almost always non-exempt. OT hits hard.
Nevada — simpler
- OT: 1.5× after 40 hrs/week (no daily OT usually).
- Some daily OT waivers possible (4-10 schedule with agreement).
- Exempt mostly follows federal ($684/wk + duties test).
- Higher earners ($18+/hr) skip daily rules but still get weekly OT.
Arizona — basic federal style
- OT: 1.5× after 40 hrs/week only (no daily).
- Exempt follows federal $684/wk + duties test.
- No state extras — easier for most trades.
Bottom line for your crew
- Most field workers (plumbers on jobs, electricians in the field, HVAC techs) = non-exempt. Pay OT correctly.
- Get it wrong? Back pay, fines, lawsuits — big cash drain.
- We track hours accurately (apps / GPS for field), classify right, and fund payroll buckets so OT doesn't eat profit or owner's pay first.
Curious about your crew's setup? Send rough details (hours, pay type, state) and we'll give a quick check plus tips to stay compliant without killing cash flow.
