Labor Laws About Unfair Overtime Pay
In the United States, there are laws and regulations that govern unfair overtime pay. There are exemptions and exceptions for paying an employee overtime. Both the Fair Labor Standards Act (FLSA) and U.S. Department of Labor (DoL) govern who is exempt (i.e., a job classified as not being entitled to overtime compensation) and non-exempt (i.e., a job classified as being eligible to receive overtime compensation) from overtime pay. "Determining whether a job is 'exempt' or 'non-exempt' requires an analysis of your job duties and pay structure." 
FLSA uses three questions (see the image section) to determine the exception status of an employee. Not all employers or jobs are covered in FLSA regulations. Employees who are unsure about whether or not they are entitled to overtime pay should check to see if their state has enacted overtime laws. They can also make contact with the local office of the Department of Labor before complaining.
Do you know how to complain about overtime pay policies? Here are some resources:
"The FLSA requires that most employees in the United States be paid at least the federal minimum wage [not less than $7.25 per hour effective July 24, 2009] for all hours worked and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek." 
According to the U.S. Department of Labor, Wage and Hour Division, "Overtime Pay May Not Be Waived: The overtime requirement may not be waived by agreement between the employer and employees." 
"The FLSA allows you to recover the overtime pay you are owed for hours worked within two years back from the date you file suit or consent to join an existing lawsuit." 
Latest News from the American Federation of Labor - Congress of Industrial Organizations (AFL-CIO): "Overtime Pay Under Attack"