FLSA - Fair Labor Standards Act

The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, record-keeping, and child labor standards for employees. It also defines the differences between exempt and non-exempt workers, and lays out the guidance needed to classify jobs correctly, and pay for hours worked completely. The FLSA explains which employees can be docked without jeopardizing their status, what deductions can and can't be made from paychecks, and what records must be maintained to avoid legal liability. Continue FLSA

 

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NEWS/ARTICLES

The Auditors Are Coming...The Auditors Are Coming 

Misclassified As Exempt: A Classic FLSA Overtime Mistake 

Wireless Devices Tied To Illegal Pay Practices 

Intern Or Employee? You Decide, Before The DOL Does 

Does An Informal Complaint Trigger The FLSA's Anti-Retaliation Provision? 

Docking Pay During Inclement Weather Closings: Exempt vs. Non-Exempt Employees 

Court Rejects Employer's FLSA Statute Of Limitations Defense 

Employee Or Independent Contractor? Avoiding Misclassification Of Worker Status

Creating A Personnel File Access Policy

How To Handle A Wage And Hour Division (WHD) Investigation Of FLSA Record-Keeping Practices

Wal-Mart 0, Employees 3, In Meal And Rest Break Cases 

 

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FAQs

1. Who's considered exempt from the requirements of the FLSA? 
   
   
2. When can exempts' pay be docked without jeopardizing their exempt status?
   
   
3. What deductions can't an employer make from exempts' pay?
   
   
4. Can an employer limit its legal liability to pay overtime by having employees sign agreements not to work longer than 40 hours a week?
   
   
5. Is paying comp time to non-exempts in lieu of cash overtime legal under the FLSA?
   
   
6. What are the FLSA's record-keeping requirements?

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