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https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/whdfs22.pdf#:~:text=This%20fact%20sheet%20provides%20general%20information%20concerning%20what,determined%20without%20knowing%20the%20number%20of%20hours%20worked.
https://www.law.cornell.edu/uscode/text/29/207
L. 89–601, § 401, retained provision for 40-hour workweek and compensation for employment in excess of 40 hours at not less than one and one-half times the regular rate of pay and substituted provisions setting out a phased timetable for the workweek in the case of employees covered by the overtime provisions for the first time under the Fair Labor Standards Amendments of 1966 …
https://www.dol.gov/agencies/whd/flsa
FLSA Overtime: Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours – seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek.
https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/whdfs22.pdf
The Act requires that employees must receive at least the . minimum wage and may not be employed for more than 40 hours in a week without receiving at least one and one-half times their regular rates of pay for the overtime hours. The amount employees should receive cannot be determined without knowing the number of hours worked.
https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa
The following examples are based on a maximum 40-hour workweek applicable to most covered nonexempt employees. Hourly rate (regular pay rate for an employee paid by the hour) - If more than 40 hours are worked, at least one and one-half times the regular rate for …
https://www.law.cornell.edu/cfr/text/29/553.230
29 CFR § 553.230 - Maximum hours standards for work periods of 7 to 28 days - section 7 (k). ...
https://www.dol.gov/agencies/whd/overtime
The federal overtime provisions are contained in the Fair Labor Standards Act (FLSA). Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay.
https://www.overtime-flsa.com/im-salaried-how-many-hours-can-my-employer-require-me-to-work/
The federal Fair Labor Standards Act (FLSA) does not limit the number of hours in a day or days in a week any employee (salaried or hourly) may be required or scheduled to work, including overtime hours, if the employee is at least 16 years old. What the overtime pay laws dictate is how you must be paid for the hours worked.
https://www.labor.nc.gov/workplace-rights/employee-rights-regarding-time-worked-and-wages-earned/maximumminimum-hours-worked
There is no limit on the number of hours the adult employee may be required to work. The decision to work employees in eight-hour shifts, 12-hour shifts, 16-hour shifts, etc., is entirely up to the employer. The decision to call an employee back in to work on a scheduled day off is entirely up to the employer.
https://www.law.cornell.edu/cfr/text/29/553.22
Thus, the 480-hour limit on accrued compensatory time represents not more than 320 hours of actual overtime worked, and the 240-hour limit represents not more than 160 hours of actual overtime worked. (c) The 480- and 240-hour limits on accrued compensatory time only apply to overtime hours worked after April 15, 1986.
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