Hello, I work a rotating 12 hour shift as a computer professional in oklahoma making under the 27 dollar mark as a salaried Non-exemp employee(Eligible for OT)
I get paid bi monthly and work 24 hours one week and 60 the next, But only being paid for only 4 hours overtime as they calculate it as a two week period and have had us log it as such in certain instances, Also I have been told by my manager that Anything under 30 minutes Overtime at the end of my shift should not be counted or logged.

My question is, Am I legally entitled to 20 hours OT for the one week? Can they require me NOT to claim OT for anything under 30 minutes over? I have an Email specifically saying this.

Thank You for your response.

The law requires that you be paid overtime for any hours over 40 in a single workweek. The employer cannot require you to average your hours over a two week period. (There is only one exception that I know of and it does not apply here.) They cannot require you to dump that 30 minutes at the end of the day.

In the situation you describe, you would be owed no overtime in the first week and 20 hours in the second.

You can file a complaint with your state DOL for unpaid overtime.

Can anyone tell be the best course of action to take, I have logged emails from management Insisting upon these practices, even as far as not logging our actual work time incorrectly but spreading it out to show in their favor.

What can I do, or should I do?

Any help is much appreciated.

What does your employer do? There are exceptions to the 40 hour workweek for certain industries, such as hospitals.

Information Technology - The Company thinks that they are doing no wrong - Is there a loophole out there that allows them to do that?

Check with the state. I couldn't find an exemption for your employer but perhaps there is and I just don't know about it.

I agree with Lillian. I'm not aware of any exemption for your industry either. The only one I know of is the one for hospitals and some other health care facilities.

A couple of years ago, there was a lot of talk about amending the law so that OT could be totalled by pay period instead of by work week. I believe it was going to be part of the recently implemented Fair Pay Act. However, when the dust settled, that was not part of the final version.

It's possible your employer mistakenly believes that amendment was actually signed into law, instead of landing on the cutting room floor.