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https://www.dol.gov/agencies/whd/overtime#:~:text=The%20federal%20overtime%20provisions%20are%20contained%20in%20the,time%20and%20one-half%20their%20regular%20rates%20of%20pay.
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.dol.gov/general/topic/workhours/overtime
Overtime. For covered, nonexempt employees, the Fair Labor Standards Act (FLSA) requires overtime pay (PDF) to be at least one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek. Some exceptions apply under special circumstances to police and firefighters and to employees of hospitals and nursing homes.
https://www.dir.ca.gov/dlse/FAQ_Overtime.htm
Yes, California law requires that employers pay overtime, whether authorized or not, at the rate of one and one-half times the employee's regular rate of pay for all hours worked in excess of eight up to and including 12 hours in any workday, and for the first eight hours of work on the seventh consecutive day of work in a workweek, and double the employee's regular rate of pay for all hours worked in excess of 12 …
https://www.mom.gov.sg/employment-practices/hours-of-work-overtime-and-rest-days
If an employer requires employees to work more than 12 hours a day (up to a maximum of 14 hours), they must apply for an overtime exemption. Maximum hours of overtime. An employee can only work up to 72 overtime hours in a month. Employers can apply for an exemption if they require employees to work more than the 72 hours of overtime in a month.
https://www.fpjr.si/en/publications/2015/08/83-Payment-for-Overtime-Work-According-to-Recent-Case-Law
Recent case law is particularly important for those employers that have, as regards compensation for excess hours with free hours, enabled employees only to use the number of overtime hours as free hours without an adequate overtime or bonus payment, and for employers who have a high proportion of employees employed part-time.
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