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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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https://www.dol.gov/whd/regs/compliance/hrg.htm 2/10
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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