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Yes, you need to pay them overtime when they work more than 40 hours in a week. The job that these people have does not meet the "salaried exempt" status, because they are not managers, professionals (doctors, pharmacists) or executives.
Now, that doesn't mean they can't be paid a salary, as you appear to be doing. It just means that they are salaried non-exempt, which is really a very difficult method of payment to keep track of.
You'd have to pay them a base salary for all the hours they work in a week, regardless of what those hours are. You'd have to then keep track of the total number of hours a week they actually work. If they work 40 or less, you just pay them the salary.
If they work more than the 40, you then have to do some calculation. Let's use $1000 a week for math purposes and say they worked 50 hours.
Well, the 50 hours base is covered by the salary. You'd then need to figure out what the "half" (as part of the time and half) would be by dividing $1000 by 50, getting $20 and half of that is $10. So, you'd have to pay them an additional $10 per hour over 50 in that situation, or $100 to cover the overtime requirement.
But that's not always the same. Take the same scenario, but they work 45 hours. The 45 hours is again covered by the base salary and you have to figure out the total hourly rate to come up with the "half" premium. 1000 divided by 45 is $22.23, half of which is $11.12. So, they'd get their base plus and additional 5 times $11.12.
As you can see, it can be a mathematical nightmare. The easier thing is to just pay them a straight hourly rate and if they work less than the 40, they get paid less. If they work more than the 40, they get paid more (time and a half for those hours). It is the simplest and fairest method of payment, because they only get paid for what they actually work.
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