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6/11/2017 U.S.DepartmentofLaborWageandHourDivisionU.S.

DepartmentofLaborHandyReferenceGuidetotheFairLaborStandardsAct

UnitedStatesDepartmentofLabor
WageandHourDivision
WageandHourDivision(WHD)
OnThisPage
HandyReferenceGuidetotheFair
LaborStandardsAct BasicWageStandards
(Forbestprintout,seethePDFversion.)
WhoisCovered?
RevisedSeptember2016
TippedEmployees
TheFairLaborStandardsAct(FLSA)establishesminimumwage,
overtimepay,recordkeeping,andchildlaborstandardsaffectingfull EmployerFurnishedFacilities
timeandparttimeworkersintheprivatesectorandinFederal,
State,andlocalgovernments. IndustrialHomework

TheWageandHourDivision(WHD)oftheU.S.DepartmentofLabor SubminimumWageProvisions
(DOL)administersandenforcestheFLSAwithrespecttoprivate
employment,Stateandlocalgovernmentemployment,andFederal YouthMinimumWage
employeesoftheLibraryofCongress,U.S.PostalService,Postal
Exemptions
RateCommission,andtheTennesseeValleyAuthority.TheFLSAis
enforcedbytheU.S.OfficeofPersonnelManagementforemployees ChildLaborProvisions
ofotherExecutiveBranchagencies,andbytheU.S.Congressfor
coveredemployeesoftheLegislativeBranch. NonagriculturalJobs(ChildLabor)

SpecialrulesapplytoStateandlocalgovernmentemployment FarmJobs(ChildLabor)
involvingfireprotectionandlawenforcementactivities,volunteer
services,andcompensatorytimeoffinsteadofcashovertimepay. Recordkeeping

NursingMothers
BasicWageStandards
Covered,nonexemptworkersareentitledtoaminimumwageof TermsUsedinFLSA
$7.25perhoureffectiveJuly24,2009.Specialprovisionsapplyto
workersinAmericanSamoaandtheCommonwealthoftheNorthern ComputingOvertimePay
MarianaIslands.Nonexemptworkersmustbepaidovertimepayata
rateofnotlessthanoneandonehalftimestheirregularratesofpay Enforcement
after40hoursofworkinaworkweek.
RetaliationisProhibited
WagesrequiredbytheFLSAaredueontheregularpaydayforthe
payperiodcovered.Deductionsmadefromwagesforsuchitemsas OtherLaborLaws
cashormerchandiseshortages,employerrequireduniforms,and
SmallBusinessRegulatoryEnforcement
toolsofthetrade,arenotlegaltotheextentthattheyreducethe
FairnessActof1996(SBREFA)
wagesofemployeesbelowtheminimumraterequiredbytheFLSA
orreducetheamountofovertimepaydueundertheFLSA. EqualPayProvisions

TheFLSAcontainssomeexemptionsfromthesebasicstandards.
Someapplytospecifictypesofbusinessesothersapplytospecific
kindsofwork.

WhiletheFLSAdoessetbasicminimumwageandovertimepaystandardsandregulatestheemploymentofminors,
thereareanumberofemploymentpracticeswhichtheFLSAdoesnotregulate.

Forexample,theFLSAdoesnotrequire:

1.vacation,holiday,severance,orsickpay
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2.mealorrestperiods,holidaysoff,orvacations

3.premiumpayforweekendorholidaywork

4.payraisesorfringebenefitsor

5.adischargenotice,reasonfordischarge,orimmediatepaymentoffinalwagestoterminatedemployees.

TheFLSAdoesnotprovidewagepaymentorcollectionproceduresforanemployeesusualorpromisedwagesor
commissionsinexcessofthoserequiredbytheFLSA.However,someStatesdohavelawsunderwhichsuchclaims
(sometimesincludingfringebenefits)maybefiled.

Also,theFLSAdoesnotlimitthenumberofhoursinadayordaysinaweekanemployeemayberequiredorscheduled
towork,includingovertimehours,iftheemployeeisatleast16yearsold.

Theabovemattersareforagreementbetweentheemployerandtheemployeesortheirauthorizedrepresentatives.

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WhoisCovered?
Allemployeesofcertainenterpriseshavingworkersengagedininterstatecommerce,producinggoodsforinterstate
commerce,orhandling,selling,orotherwiseworkingongoodsormaterialsthathavebeenmovedinorproducedfor
suchcommercebyanyperson,arecoveredbytheFLSA.

Acoveredenterpriseistherelatedactivitiesperformedthroughunifiedoperationorcommoncontrolbyanypersonor
personsforacommonbusinesspurposeand

1.whoseannualgrossvolumeofsalesmadeorbusinessdoneisnotlessthan$500,000(exclusiveofexcisetaxes
attheretaillevelthatareseparatelystated)or

2.isengagedintheoperationofahospital,aninstitutionprimarilyengagedinthecareofthesick,theaged,or
thementallyillwhoresideonthepremisesaschoolformentallyorphysicallydisabledorgiftedchildrena
preschool,anelementaryorsecondaryschool,oraninstitutionofhighereducation(whetheroperatedforprofit
ornotforprofit)or

3.isanactivityofapublicagency.

AnyenterprisethatwascoveredbytheFLSAonMarch31,1990,andthatceasedtobecoveredbecauseoftherevised
$500,000test,continuestobesubjecttotheovertimepay,childlaborandrecordkeepingprovisionsoftheFLSA.

EmployeesoffirmswhicharenotcoveredenterprisesundertheFLSAstillmaybesubjecttoitsminimumwage,
overtimepay,recordkeeping,andchildlaborprovisionsiftheyareindividuallyengagedininterstatecommerceorinthe
productionofgoodsforinterstatecommerce,orinanycloselyrelatedprocessoroccupationdirectlyessentialtosuch
production.Suchemployeesincludethosewho:workincommunicationsortransportationregularlyusethemails,
telephones,ortelegraphforinterstatecommunication,orkeeprecordsofinterstatetransactionshandle,ship,or
receivegoodsmovingininterstatecommerceregularlycrossStatelinesinthecourseofemploymentorworkfor
independentemployerswhocontracttodoclerical,custodial,maintenance,orotherworkforfirmsengagedininterstate
commerceorintheproductionofgoodsforinterstatecommerce.

Domesticserviceworkerssuchasdayworkers,housekeepers,chauffeurs,cooks,orfulltimebabysittersarecoveredif:

1.theircashwagesfromoneemployerincalendaryear2010areatleast$1,700(thiscalendaryearthresholdis
adjustedbytheSocialSecurityAdministrationeachyear)or

2.theyworkatotalofmorethan8hoursaweekforoneormoreemployers.

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TippedEmployees
Tippedemployeesareindividualsengagedinoccupationsinwhichtheycustomarilyandregularlyreceivemorethan$30
amonthintips.Theemployermayconsidertipsaspartofwages,buttheemployermustpayatleast$2.13anhourin
directwages.

Theemployerwhoelectstousethetipcreditprovisionmustinformtheemployeeinadvanceandmustbeabletoshow
thattheemployeereceivesatleasttheapplicableminimumwage(seeabove)whendirectwagesandthetipcredit
allowancearecombined.Ifanemployeestipscombinedwiththeemployersdirectwagesofatleast$2.13anhourdo
notequaltheminimumhourlywage,theemployermustmakeupthedifference.Also,employeesmustretainalloftheir
tips,excepttotheextentthattheyparticipateinavalidtippoolingorsharingarrangement.

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EmployerFurnishedFacilities
Thereasonablecostorfairvalueofboard,lodging,orotherfacilitiescustomarilyfurnishedbytheemployerforthe
employeesbenefitmaybeconsideredpartofwages.

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IndustrialHomework
Theperformanceofcertaintypesofworkinanemployeeshomeisprohibitedunderthelawunlesstheemployerhas
obtainedpriorcertificationfromDOL.Restrictionsapplyinthemanufactureofknittedouterwear,glovesandmittens,
buttonsandbuckles,handkerchiefs,embroideries,andjewelry(wheresafetyandhealthhazardsarenotinvolved).The
manufactureofwomensapparel(andjewelryunderhazardousconditions)isgenerallyprohibited.Ifyouhavequestions
onwhetheracertaintypeofworkisrestricted,orwhoiseligibleforahomeworkcertificate,orhowtoobtaina
certificate,youmaycontactthelocalWHDoffice.

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SubminimumWageProvisions
TheFLSAprovidesfortheemploymentofcertainindividualsatwageratesbelowthestatutoryminimum.Such
individualsincludestudentlearners(vocationaleducationstudents),aswellasfulltimestudentsinretailorservice
establishments,agriculture,orinstitutionsofhighereducation.Alsoincludedareindividualswhoseearningorproductive
capacityisimpairedbyaphysicalormentaldisability,includingthoserelatedtoageorinjury,fortheworktobe
performed.Employmentatlessthantheminimumwageisauthorizedtopreventcurtailmentofopportunitiesfor
employment.SuchemploymentispermittedonlyundercertificatesissuedbyWHD.

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YouthMinimumWage
Aminimumwageofnotlessthan$4.25anhourispermittedforemployeesunder20yearsofageduringtheirfirst90
consecutivecalendardaysofemploymentwithanemployer.Employersareprohibitedfromtakinganyactionto
displaceemployeesinordertohireemployeesattheyouthminimumwage.Alsoprohibitedarepartialdisplacements
suchasreducingemployeeshours,wages,oremploymentbenefits.

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Exemptions
Someemployeesareexemptfromtheovertimepayprovisionsorboththeminimumwageandovertimepayprovisions.

BecauseexemptionsaregenerallynarrowlydefinedundertheFLSA,anemployershouldcarefullychecktheexactterms
andconditionsforeach.DetailedinformationisavailablefromlocalWHDoffices.

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Followingareexamplesofexemptionswhichareillustrative,butnotallinclusive.Theseexamplesdonotdefinethe
conditionsforeachexemption.

ExemptionsfromBothMinimumWageandOvertimePay
1.Executive,administrative,andprofessionalemployees(includingteachersandacademicadministrative
personnelinelementaryandsecondaryschools),outsidesalesemployees,andemployeesincertaincomputer
relatedoccupations(asdefinedinDOLregulations)

2.Employeesofcertainseasonalamusementorrecreationalestablishments,employeesofcertainsmall
newspapers,seamenemployedonforeignvessels,employeesengagedinfishingoperations,andemployees
engagedinnewspaperdelivery

3.Farmworkersemployedbyanyonewhousednomorethan500mandaysoffarmlaborinanycalendar
quarteroftheprecedingcalendaryear

4.Casualbabysittersandpersonsemployedascompanionstotheelderlyorinfirm.

ExemptionsfromOvertimePayOnly
1.Certaincommissionedemployeesofretailorserviceestablishmentsauto,truck,trailer,farmimplement,boat,
oraircraftsalesworkersorpartsclerksandmechanicsservicingautos,trucks,orfarmimplements,whoare
employedbynonmanufacturingestablishmentsprimarilyengagedinsellingtheseitemstoultimatepurchasers

2.Employeesofrailroadsandaircarriers,taxidrivers,certainemployeesofmotorcarriers,seamenonAmerican
vessels,andlocaldeliveryemployeespaidonapprovedtriprateplans

3.Announcers,newseditors,andchiefengineersofcertainnonmetropolitanbroadcastingstations

4.Domesticserviceworkerslivingintheemployersresidence

5.Employeesofmotionpicturetheatersand

6.Farmworkers.

PartialExemptionsfromOvertimePay
1.Partialovertimepayexemptionsapplytoemployeesengagedincertainoperationsonagriculturalcommodities
andtoemployeesofcertainbulkpetroleumdistributors.

2.Hospitalsandresidentialcareestablishmentsmayadopt,byagreementwiththeiremployees,a14daywork
periodinsteadoftheusual7dayworkweekiftheemployeesarepaidatleasttimeandonehalftheirregular
ratesforhoursworkedover8inadayor80ina14dayworkperiod,whicheveristhegreaternumberof
overtimehours.

3.Employeeswholackahighschooldiploma,orwhohavenotattainedtheeducationallevelofthe8thgrade,can
berequiredtospendupto10hoursinaworkweekengagedinremedialreadingortraininginotherbasicskills
withoutreceivingtimeandonehalfovertimepayforthesehours.However,theemployeesmustreceivetheir
normalwagesforhoursspentinsuchtrainingandthetrainingmustnotbejobspecific.

4.Publicagencyfiredepartmentsandpolicedepartmentsmayestablishaworkperiodrangingfrom7to28days
inwhichovertimeneedonlybepaidafteraspecifiednumberofhoursineachworkperiod.

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ChildLaborProvisions

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TheFLSAchildlaborprovisionsaredesignedtoprotecttheeducationalopportunitiesofminorsandprohibittheir
employmentinjobsandunderconditionsdetrimentaltotheirhealthorwellbeing.Theprovisionsincluderestrictionson
hoursofworkforminorsunder16andlistsofhazardousoccupationsordersforbothfarmandnonfarmjobsdeclared
bytheSecretaryofLabortobetoodangerousforminorstoperform.Furtherinformationonprohibitedoccupationsis
availablefromhttps://www.youthrules.dol.gov.

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NonagriculturalJobs(ChildLabor)
Regulationsgoverningchildlaborinnonfarmjobsdiffersomewhatfromthosepertainingtoagriculturalemployment.
Innonfarmwork,thepermissiblejobsandhoursofwork,byage,areasfollows:

1.Youths18yearsoroldermayperformanyjob,whetherhazardousornot,forunlimitedhours

2.Minors16and17yearsoldmayperformanynonhazardousjob,forunlimitedhoursand

3.Minors14and15yearsoldmayworkoutsideschoolhoursinvariousnonmanufacturing,nonmining,
nonhazardousjobsunderthefollowingconditions:nomorethan3hoursonaschoolday,18hoursinaschool
week,8hoursonanonschoolday,or40hoursinanonschoolweek.Also,workmaynotbeginbefore7a.m.,
norendafter7p.m.,exceptfromJune1throughLaborDay,wheneveninghoursareextendedto9p.m.
Underaspecialprovision,youths14and15yearsoldenrolledinanapprovedWorkExperienceandCareer
ExplorationProgram(WECEP)maybeemployedforupto23hoursinschoolweeksand3hoursonschooldays
(includingduringschoolhours).Inaddition,academicallyorientedyouthsenrolledinanapprovedWorkStudy
Program(WSP)maybeemployedduringschoolhours.

Fourteenistheminimumageformostnonfarmwork.However,atanyage,minorsmaydelivernewspapersperformin
radio,television,movie,ortheatricalproductionsworkforparentsintheirsolelyownednonfarmbusiness(exceptin
mining,manufacturingoronhazardousjobs)orgatherevergreensandmakeevergreenwreaths.

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FarmJobs(ChildLabor)
Infarmwork,permissiblejobsandhoursofwork,byage,areasfollows:

1.Minors16yearsandoldermayperformanyjob,whetherhazardousornot,forunlimitedhours

2.Minors14and15yearsoldmayperformanynonhazardousfarmjoboutsideofschoolhours

3.Minors12and13yearsoldmayworkoutsideofschoolhoursinnonhazardousjobs,eitherwithaparents
writtenconsentoronthesamefarmastheparent(s)

4.Minorsunder12yearsoldmayperformjobsonfarmsownedoroperatedbyparent(s),orwithaparents
writtenconsent,outsideofschoolhoursinnonhazardousjobsonfarmsnotcoveredbyminimumwage
requirements.

Minorsofanyagemaybeemployedbytheirparentsinanyoccupationonafarmownedoroperatedbytheirparents.

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Recordkeeping
TheFLSArequiresemployerstokeeprecordsonwages,hours,andotheritems,asspecifiedinDOLrecordkeeping
regulations.Mostoftheinformationisofthekindgenerallymaintainedbyemployersinordinarybusinesspracticeand
incompliancewithotherlawsandregulations.Therecordsdonothavetobekeptinanyparticularformandtimeclocks
neednotbeused.Withrespecttoanemployeesubjecttotheminimumwageprovisionsorboththeminimumwage
andovertimepayprovisions,thefollowingrecordsmustbekept:

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1.personalinformation,includingemployeesname,homeaddress,occupation,sex,andbirthdateifunder19
yearsofage

2.houranddaywhenworkweekbegins

3.totalhoursworkedeachworkdayandeachworkweek

4.totaldailyorweeklystraighttimeearnings

5.regularhourlypayrateforanyweekwhenovertimeisworked

6.totalovertimepayfortheworkweek

7.deductionsfromoradditionstowages

8.totalwagespaideachpayperiodand

9.dateofpaymentandpayperiodcovered.

Recordsrequiredforexemptemployeesdifferfromthosefornonexemptworkers.Specialinformationisrequiredfor
homeworkers,foremployeesworkingunderuncommonpayarrangements,foremployeestowhomlodgingorother
facilitiesarefurnished,andforemployeesreceivingremedialeducation.

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NursingMothers
ThePatientProtectionandAffordableCareAct(PPACA),signedintolawonMarch23,2010(P.L.111148),amended
Section7oftheFLSA,toprovideabreaktimerequirementfornursingmothers.

Employersarerequiredtoprovidereasonablebreaktimeforanemployeetoexpressbreastmilkforhernursingchildfor
oneyearafterthechildsbirtheachtimesuchemployeehasneedtoexpressthemilk.Employersarealsorequiredto
provideaplace,otherthanabathroom,thatisshieldedfromviewandfreefromintrusionfromcoworkersandthe
public,whichmaybeusedbyanemployeetoexpressbreastmilk.

TheFLSArequirementofbreaktimefornursingmotherstoexpressbreastmilkdoesnotpreemptStatelawsthat
providegreaterprotectionstoemployees(forexample,providingcompensatedbreaktime,providingbreaktimefor
exemptemployees,orprovidingbreaktimebeyond1yearafterthechildsbirth).

Employersarerequiredtoprovideareasonableamountofbreaktimetoexpressmilkasfrequentlyasneededbythe
nursingmother.Thefrequencyofbreaksneededtoexpressmilkaswellasthedurationofeachbreakwilllikelyvary.

Abathroom,evenifprivate,isnotapermissiblelocationundertheAct.Thelocationprovidedmustbefunctionalasa
spaceforexpressingbreastmilk.Ifthespaceisnotdedicatedtothenursingmothersuse,itmustbeavailablewhen
neededinordertomeetthestatutoryrequirement.Aspacetemporarilycreatedorconvertedintoaspaceforexpressing
milkormadeavailablewhenneededbythenursingmotherissufficientprovidedthatthespaceisshieldedfromview,
andfreefromanyintrusionfromcoworkersandthepublic.

OnlyemployeeswhoarenotexemptfromtheFLSAsovertimepayrequirementsareentitledtobreakstoexpressmilk.
WhileemployersarenotrequiredundertheFLSAtoprovidebreakstonursingmotherswhoareexemptfromthe
overtimepayrequirementsofSection7,theymaybeobligatedtoprovidesuchbreaksunderStatelaws.

Employerswithfewerthan50employeesarenotsubjecttotheFLSAbreaktimerequirementifcompliancewiththe
provisionwouldimposeanunduehardship.Whethercompliancewouldbeanunduehardshipisdeterminedbylooking
atthedifficultyorexpenseofcomplianceforaspecificemployerincomparisontothesize,financialresources,nature,
andstructureoftheemployersbusiness.Allemployeeswhoworkforthecoveredemployer,regardlessofworksite,are
countedwhendeterminingwhetherthisexemptionmayapply.

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EmployersarenotrequiredundertheFLSAtocompensatenursingmothersforbreakstakenforthepurposeof
expressingmilk.However,whereemployersalreadyprovidecompensatedbreaks,anemployeewhousesthatbreak
timetoexpressmilkmustbecompensatedinthesamewaythatotheremployeesarecompensatedforbreaktime.In
addition,theFLSAsgeneralrequirementthattheemployeemustbecompletelyrelievedfromdutyorelsethetimemust
becompensatedasworktimeapplies.

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TermsUsedinFLSA
WorkweekAworkweekisaperiodof168hoursduring7consecutive24hourperiods.Itmaybeginonanydayof
theweekandatanyhourofthedayestablishedbytheemployer.Generally,forpurposesofminimumwageand
overtimepayment,eachworkweekstandsalonetherecanbenoaveragingof2ormoreworkweeks.Employee
coverage,compliancewithwagepaymentrequirements,andtheapplicationofmostexemptionsaredeterminedona
workweekbasis.

HoursWorkedCoveredemployeesmustbepaidforallhoursworkedinaworkweek.Ingeneral,hoursworked
includesalltimeanemployeemustbeonduty,orontheemployerspremisesoratanyotherprescribedplaceofwork,
fromthebeginningofthefirstprincipalactivityoftheworkdaytotheendofthelastprincipalworkactivityofthe
workday.Alsoincludedisanyadditionaltimetheemployeeisallowed(i.e.,sufferedorpermitted)towork.

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ComputingOvertimePay
Overtimemustbepaidatarateofatleastoneandonehalftimestheemployeesregularrateofpayforeachhour
workedinaworkweekinexcessofthemaximumallowableinagiventypeofemployment.Generally,theregularrate
includesallpaymentsmadebytheemployertooronbehalfoftheemployee(exceptforcertainstatutoryexclusions).
Thefollowingexamplesarebasedonamaximum40hourworkweekapplicabletomostcoverednonexemptemployees.

1.Hourlyrate(regularpayrateforanemployeepaidbythehour)Ifmorethan40hoursareworked,atleastoneandonehalftimesthe
regularrateforeachhourover40isdue.

Example:Anemployeepaid$8.00anhourworks44hoursinaworkweek.Theemployeeisentitledtoatleastoneandonehalftimes
$8.00,or$12.00,foreachhourover40.Payfortheweekwouldbe$320forthefirst40hours,plus$48.00forthefourhoursofovertimea
totalof$368.00.

2.PiecerateTheregularrateofpayforanemployeepaidonapieceworkbasisisobtainedbydividingthetotalweeklyearningsbythe
totalnumberofhoursworkedinthatweek.Theemployeeisentitledtoanadditionalonehalftimesthisregularrateforeachhourover40,
plusthefullpieceworkearnings.

Example:Anemployeepaidonapieceworkbasisworks45hoursinaweekandearns$405.Theregularrateofpayforthatweekis$405
dividedby45,or$9.00anhour.Inadditiontothestraighttimepay,theemployeeisalsoentitledto$4.50(halftheregularrate)foreach
hourover40anadditional$22.50forthe5overtimehoursforatotalof$427.50.

Anotherwaytocompensatepieceworkersforovertime,ifagreedtobeforetheworkisperformed,istopayoneandonehalftimesthepiece
rateforeachpieceproducedduringtheovertimehours.Thepieceratemustbetheoneactuallypaidduringnonovertimehoursandmustbe
enoughtoyieldatleasttheminimumwageperhour.

3.SalaryTheregularrateforanemployeepaidasalaryforaregularorspecifiednumberofhoursaweekisobtainedbydividingthesalary
bythenumberofhoursforwhichthesalaryisintendedtocompensate.Theemployeeisentitledtoanadditionalonehalftimesthisregular
rateforeachhourover40,plusthesalary.

If,undertheemploymentagreement,asalarysufficienttomeettheminimumwagerequirementineveryworkweekis
paidasstraighttimeforwhatevernumberofhoursareworkedinaworkweek,theregularrateisobtainedbydividing
thesalarybythenumberofhoursworkedeachweek.Toillustrate,supposeanemployeeshoursofworkvaryeach
weekandtheagreementwiththeemployeristhattheemployeewillbepaid$480aweekforwhatevernumberofhours
ofworkarerequired.Underthisagreement,theregularratewillvaryinovertimeweeks.Iftheemployeeworks50
hours,theregularrateis$9.60($480dividedby50hours).Inadditiontothesalary,halftheregularrate,or$4.80,is

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dueforeachofthe10overtimehours,foratotalof$528fortheweek.Iftheemployeeworks60hours,theregularrate
is$8.00($480dividedby60hours).Inthatcase,anadditional$4.00isdueforeachofthe20overtimehoursfora
totalof$560fortheweek.

InnocasemaytheregularratebelessthantheminimumwagerequiredbytheFLSA.

Ifasalaryispaidonotherthanaweeklybasis,theweeklypaymustbedeterminedinordertocomputetheregularrate
andovertimepay.Ifthesalaryisforahalfmonth,itmustbemultipliedby24andtheproductdividedby52weeksto
gettheweeklyequivalent.Amonthlysalaryshouldbemultipliedby12andtheproductdividedby52.

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EnforcementThroughInvestigation
WHDenforcementoftheFLSAiscarriedoutbyinvestigatorsstationedacrossthecountry.AsWHDauthorized
representatives,theyconductinvestigationsandgatherdataonwages,hours,andotheremploymentconditionsin
ordertodeterminecompliancewiththelawregardlessofworkersimmigrationstatus.Whereviolationsarefound,they
willrecommendchangesinemploymentpracticestobringanemployerintocompliance.

EnforcementThroughLegalRemedies
TheFLSAallowstheDepartmentofLabor(Department)oranemployeetorecoverbackwagesandanequalamount
inliquidateddamageswhereminimumwageandovertimeviolationsexist.Generally,a2yearstatuteoflimitations
appliestotherecoveryofbackwagesandliquidateddamages.A3yearstatuteoflimitationsappliesincasesinvolving
willfulviolations.

Remediesmayberecoveredthroughadministrativeprocedures,litigation,and/orcriminalprosecution.

Administrativeprocedures:
TheDepartmentisauthorizedtosupervisethepaymentofunpaidminimumwagesand/orunpaidovertime
compensationowedtoanyemployee(s).

Inlieuoflitigation,theDepartmentmayseekbackwagesandliquidateddamages,throughsettlementswith
employers.

Civilmoneypenaltiesmaybeassessedforchildlaborviolationsandforrepeatand/orwillfulviolationsofFLSA
minimumwageorovertimerequirements.
Employerswhowillfullyorrepeatedlyviolateminimumwageorovertimepayrequirementsaresubjecttocivil
moneypenaltiesforeachviolation.

EmployerswhoviolatethechildlaborprovisionsoftheFLSAmaybesubjecttocivilmoneypenalties.These
penaltiesmaybeincreasedforeachviolationthatresultsinthedeathorseriousinjuryofanemployeewhoisa
minor,andmaybedoublediftheviolationwasdeterminedtobewillfulorrepeated.

Forcurrentpenaltyamounts,seehttps://www.dol.gov/whd/flsa/index.htm#cmp.

Litigationprocedures:
TheDepartmentmayfilesuitonbehalfofemployeesforbackwages,anequalamountinliquidateddamages,and
civilmoneypenaltieswhereappropriate.

TheDepartmentmayseekaU.S.DistrictCourtinjunctiontorestrainviolationsofthelaw,includingtheunlawful
withholdingofproperminimumwageandovertimepay,failuretokeepproperrecords,andretaliationagainst
employeeswhofilecomplaintsand/orcooperatewiththeDepartment.

TheDepartmentmayseekanorderforpaymentofcivilmoneypenaltiesfromaU.S.DepartmentofLabor
AdministrativeLawJudgewhereappropriate.

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Anemployeemayfileaprivatesuittorecoverbackwages,anequalamountinliquidateddamages,plusattorneys
feesandcourtcosts.Insuchacase,theDepartmentwillnotseekthesamebackwagesandliquidateddamageson
thatemployeesbehalf.

TheFLSAprovidesthatDOLmayseekaU.S.DistrictCourtordertopreventtheshipmentoftheaffectedgoods.

Criminalprosecution:
Employerswhohavewillfullyviolatedthelawmaybesubjecttocriminalpenalties,includingfinesandimprisonment.

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RetaliationisProhibited
Employeeswhohavefiledcomplaintsorprovidedinformationcannotbediscriminatedagainstordischargedonaccount
ofsuchactivity.Ifadverseactionistakenagainstanemployeeforengaginginprotectedactivity,theaffectedemployee
ortheSecretaryofLabormayfilesuitforrelief,includingreinstatementtohis/herjob,paymentoflostwages,and
damages.

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OtherLaborLaws
InadditiontotheFLSA,WHDenforcesandadministersanumberofotherlaborlaws.Amongtheseare:

1.theDavisBaconandRelatedActs,whichrequirepaymentofprevailingwageratesandfringebenefitson
federallyfinancedorassistedconstruction

2.theWalshHealeyPublicContractsAct,whichrequirespaymentofminimumwageratesandovertimepayon
contractstoprovidegoodstotheFederalGovernment

3.theServiceContractAct,whichrequirespaymentofprevailingwageratesandfringebenefitsoncontractsto
provideservicestotheFederalGovernment

4.theContractWorkHoursandSafetyStandardsAct,whichsetsovertimestandardsforserviceandconstruction
contracts

5.theMigrantandSeasonalAgriculturalWorkerProtectionAct,whichprotectsfarmworkersbyimposingcertain
requirementsonagriculturalemployersandassociationsandrequirestheregistrationofcrewleaderswhomust
alsoprovidethesameworkerprotections

6.theWageGarnishmentLaw,whichlimitstheamountofanindividualsincomethatmaybelegallygarnished
andprohibitsfiringanemployeewhosepayisgarnishedforpaymentofasingledebt

7.theEmployeePolygraphProtectionAct,whichprohibitsmostprivateemployersfromusinganytypeoflie
detectortesteitherforpreemploymentscreeningofjobapplicantsorfortestingcurrentemployeesduringthe
courseofemployment

8.theFamilyandMedicalLeaveAct,whichentitleseligibleemployeesofcoveredemployerstotakeupto12weeks
ofunpaidjobprotectedleaveeachyear,withmaintenanceofgrouphealthinsurance,forthebirthandcareofa
child,fortheplacementofachildforadoptionorfostercare,forthecareofachild,spouse,orparentwitha
serioushealthcondition,orfortheemployeesserioushealthconditionand

9.theImmigrationandNationalityAct,asamended,which:

undertheH2Aprovisions,providesfortheenforcementofcontractualobligationsofjobofferswhichhave
beencertifiedtobyemployersoftemporaryaliennonimmigrantagriculturalworkers

https://www.dol.gov/whd/regs/compliance/hrg.htm 9/10
6/11/2017 U.S.DepartmentofLaborWageandHourDivisionU.S.DepartmentofLaborHandyReferenceGuidetotheFairLaborStandardsAct

undertheH2Bprovisions,providesfortheenforcementofemploymentconditionsintheapplicationforalien
nonimmigrantsintemporary,nonagriculturaljobs

undertheH1Cprovisions,providesfortheenforcementofemploymentconditionsattestedtobyemployers
indisadvantagedareasemployingH1Ctemporaryaliennonimmigrantregisterednurses

undertheD1provisions,providesfortheenforcementofemploymentconditionsattestedtobyemployers
seekingtoemployaliencrewmemberstoperformspecifiedlongshoreactivityatU.S.portsand

undertheH1Bprovisions,providesfortheenforcementoflaborconditionapplicationsfiledbyemployers
wishingtoemployaliensinspecialtyoccupationsandasfashionmodelsofdistinguishedmeritandability.

MoredetailedinformationontheFLSAandotherlawsadministeredbyWHDisavailablebycallingourtollfreehelpline
18664USWAGE(18664879243).ForthosewhohaveaccesstotheInternet,furtherinformationmayalsobe
obtainedonWHDsInternetHomePagewhichcanbelocatedatthefollowingaddress:www.wagehour.dol.gov.

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SmallBusinessRegulatoryEnforcementFairnessActof1996(SBREFA)
InaccordancewiththeprovisionsoftheSBREFA,theSmallBusinessAdministrationestablishedaNationalSmall
BusinessandAgricultureRegulatoryOmbudsmanand10RegionalFairnessBoardstoreceivecommentsfromsmall
entitiesaboutfederalagencyenforcementactions.TheOmbudsmanannuallyevaluatesenforcementactivitiesandrates
eachagencysresponsivenesstosmallentities.SmallentitieswishingtocommentonWHDenforcementactivitiesmay
call1888REGFAIR(18887343247),orwritetheOfficeoftheNationalOmbudsman,U.S.SmallBusiness
Administration,4093rdStreet,SW,MC2120,Washington,DC204160005,orvisittheOmbudsmansinternetwebsite,
www.sba.gov/ombudsman/.

TherighttofileacommentwiththeOmbudsmanisinadditiontoanyotherrightsasmallentitymayhave,including
therighttocontesttheassessmentofacivilmoneypenalty.FilingacommentwiththeOmbudsmanneitherextendsthe
maximumtimeperiodforcontestingtheassessmentofapenalty,nortakestheplaceoffilingtheresponserequiredto
secureanadministrativehearingonapenalty.WHDdoesnotconsiderfilingofacommentwiththeOmbudsmanasa
factorindetermininghowtoresolveissuesraisedduringacomplianceaction.

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EqualPayProvisions
TheequalpayprovisionsoftheFLSAprohibitsexbasedwagedifferentialsbetweenmenandwomenemployedinthe
sameestablishmentwhoperformjobsthatrequireequalskill,effort,andresponsibilityandwhichareperformedunder
similarworkingconditions.Theseprovisions,aswellasotherstatutesprohibitingdiscriminationinemployment,are
enforcedbytheEqualEmploymentOpportunityCommission.Moredetailedinformationisavailablebycalling1800
6694000orvisitingwww.eeoc.gov.

YoucanalsoorderaprintedversionofthispublicationusingourWageandHourPublication(WHPS)system.

https://www.dol.gov/whd/regs/compliance/hrg.htm 10/10

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