The process of determining your liability under the federal wage and hour law, known as the "Fair Labor Standards Act" or FLSA, involves three issues: |
Generally, you, as an employer, are subject to the federal wage and hours law (officially called the Fair Labor Standards Act or FLSA) if you meet two tests. If you meet these tests, then all of your ... |
If you as an employer are not covered by the FLSA, you may still be required to comply with the law if some of your employees are subject to individual ... |
All employees in your business must be classified by you as either exempt or nonexempt for purposes of complying with the FLSA — the federal law that governs wages and hours. Based on the ... |
The federal Fair Labor Standards Act requires, among other things, that a minimum wage be established, and that all nonexempt employees be paid that minimum ... |
Even though you may have already determined that all your employees — or at least a few individual employees — must be paid the minimum wage because of their |
Special rules apply for tips received by employees. The federal law allows you, within limits, to take a tip credit against the minimum hourly wage rate. In other words, the law allows you to presume ... |
Sometimes individual states set minimum wages either above or below the federal minimum wage. In some cases, a state's minimum wage will vary by the type of ... |
In addition to the minimum wage requirements of federal wage and hour laws, there is an overtime pay requirement that mandates that employers pay |
The overtime rules apply to all nonexempt employees. A common mistake employers make is to presume that the overtime rules don't apply to salaried employees. ... |
