What counts as full time hours?
One of the reasons that a lot of professionals go for full-time work is because of the advantages that are often offered by these positions. Some of these benefits include retirement plans, paid time off, and health insurance coverage. Employers are free to set their own standards for what constitutes full-time employment, according to the US Department of Labor.
This article will go over the definition of full-time employment, the typical workweek length, and the perks of working a full-time job.
At what point does employment become full-time?
U.S. Department of Labor data shows that there is no hard and fast rule about how many hours an employee must put in to be deemed full-time under the Fair Labor Standards Act (FLSA). That leaves the definition of full-time and part-time employment up to the discretion of individual employers.
While there is no clear legal definition, the Internal Revenue Service (IRS) establishes a threshold of thirty hours per week (or 130 hours of work per month) as the minimum required to be considered a full-time employee. Moreover, the Fair Labor Standards Act stipulates that workers are required to earn at least the minimum wage for every hour they put in, up to a maximum of forty hours a week. Their current hourly rate plus 1.5 times their actual hourly wage is due for any overtime performed within a seven-day period.
Common full-time employee benefits
Employer, sector, and business size all play a role in the benefits of full-time employment. The following are examples of typical perks offered to full-time employees by employers:
1. Paid time off
PTO stands for “paid time off.” This is when an employee gets paid by their boss while they are not at work. A variety of PTO plans are available. When it comes to sick and vacation days, for instance, some companies have strict policies while others give employees a certain amount of days off every year.
One type of company gives its workers the same amount of vacation time every year regardless of how much they use it, while another type lets their workers’ vacation time accumulate even if they fail to use it all. The US Bureau of Labor Statistics reports that new full-time employees typically receive eight to ten days of paid vacation each year. When an employee has been with the company for five years, the employer will often add an additional three to five days to their annual leave.
2. Sick leave
An employee is eligible to take sick leave when they are unable to work as a result of a medical condition or accident. The availability of paid or unpaid sick leave is contingent upon the employer’s benefits package. A doctor’s letter may be necessary for some employers to approve time off for illness.
3. Plans for retirement
There is a wide range of retirement plans offered by employers. A 401(k) plan is an option that many major companies provide to their employees. Workers have the option to set aside a portion of their paychecks for retirement when they sign up for a plan. To further incentivize employees to save for retirement, employers can match their 401(k) contributions, up to a specific amount.
A 401(k) plan is one option that some small firms provide their workers, while others may choose a SEP IRA, or self-employed pension, for their employees. With this plan, businesses can put up to $56,000 per worker into a retirement fund each year. Once an employee retires or leaves the firm, they will get this money, but the investment grows tax-free until they take it out.
4. Medical coverage
One of the main draws of full-time jobs for many people is the health insurance they provide. One way to lower out-of-pocket costs for medical care is to enroll in an employer-sponsored health insurance plan. Typically, businesses provide their employees with health insurance options and take a portion of their paycheck each month to cover the cost of the premium.
5. Pension
When an employee retires, they may count on receiving a certain amount of money each year from a pension plan. The value of a pension plan changes as a function of both the employee’s length of service and the amount put into the plan. One way to ensure a comfortable retirement is to look for a job that provides a retirement plan like this.
6. Maternity and paternity leave
Another advantage that businesses may provide to their full-time employees is the opportunity to take parental leave. Plan durations range from two weeks to six months or more, allowing employees to take time off work after the birth of their child. Policies regarding parental leave might differ from one company to another. Depending on the company, workers may get either unpaid leave, a portion of their compensation, or even their whole wage while on leave.
7. Childcare
Some companies provide their workers with free or heavily subsidized daycare to aid with the financial burden of daycare. Daycare centers may be located on the premises or workers might get a monthly reimbursement for childcare costs up to a specific limit.
When do regular working hours become overtime?
Time and a half is required of non-salaried workers who put in more than 40 hours per week under the Fair Labor Standards Act (FLSA). When an employee puts in more than 35 hours in a week, some companies consider them full-timers and pay them more for each hour over 35.
On the other hand, salaried employees aren’t necessarily eligible for overtime pay just because they put in more than 40 hours a week. Always verify the state’s regulations on overtime pay with your employer, as each state has its unique set of rules.
What are the requirements to be eligible for FMLA benefits?
Any company with fifty or more workers is required under the Family Medical and Leave Act (FMLA) to provide its workers with up to twelve weeks of unpaid leave annually for the following reasons:
- Not being able to work because of a critical health issue
- Providing intensive care to a close relative who is ill
- Giving birth and caring for a baby
- A child’s adoption or foster care
An employee has to have put in at least 1,250 hours over the course of a year to be eligible for unpaid leave. That’s the same as working 24 hours a week on average. It is possible for an employee to take up to twelve weeks of job-protected leave every year if they meet the requirements of this condition.
Questions that come up often
1. Does working 30–35 hours a week constitute full-time employment?
The fact that many companies have varying ideas about what constitutes full-time work has led to certain misunderstandings. The common belief that thirty to thirty-five hours per week constitutes full-time employment is among the most widespread misconceptions. Benefits may be available with one company if you work 30 hours per week, but with another, you might have to put in at least 35 hours to be eligible.
2. Do full-time workers automatically get benefits?
Another fallacy is the idea that you can’t get benefits unless you work full time. On the other hand, companies are not compelled to provide benefit packages to their employees. Benefits are a tool that many businesses use to entice and keep employees, while other businesses choose not to.
Employers that have more than 50 full-time employees are required by the Affordable Care Act (ACA) to provide basic essential coverage or face fines. Smaller businesses, on the other hand, are exempt from the requirement and are free to opt out of providing health insurance altogether. In addition, certain employees may not be qualified for benefits if they work 40 hours a week for a short period of time or if their employment is seasonal.
3. Which is more advantageous: working full-time or part-time?
Many people do look for full-time jobs because of the perks and consistent income that come with them. Make sure you know what perks your company provides and if you qualify for them before you accept a job offer. Learning about full-time work and doing extensive research on an organization can help you be ready to ask the proper questions throughout the recruiting process and land a job that suits your needs best.