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New: Interactive Handy Reference Guide to the Fair Labor Standards Act (PDF) (For best printout, see the PDF version ().) Revised November 2023. The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
Apr 30, 2024 · Readers may recall that, on May 23, 2016, the Obama-era DOL published a rule more than doubling the minimum salary level for exempt employees from $455 per week ($23,660 annually) to $913 per week ...
The FLSA requires payment of at least the minimum wage for all hours worked in a workweek and time and one-half an employee's regular rate for time worked over 40 hours in a workweek. There is no requirement in the FLSA for severance pay. Severance pay is a matter of agreement between an employer and an employee (or the employee's ...
Covered nonexempt workers are entitled to a minimum wage of not less than $7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek. FLSA Minimum Wage: The federal minimum wage is $7.25 per hour effective July 24, 2009.
Nov 13, 2023 · The state's minimum wage will increase on January 1, 2024. As a result, employers must pay a salary of at least $1,280 per week beginning January 1, 2024 to qualify for the exemption. Computer software employees may be paid on an hourly or a salary basis in order to qualify for exemption from California's overtime requirements.
For most employees, however, whether they are exempt or nonexempt depends on (a) how much they are paid, (b) how they are paid, and (c) what kind of work they do. With few exceptions, to be exempt an employee must (a) be paid at least $23,600 per year ($455 per week), and (b) be paid on a salary basis, and also (c) perform exempt job duties.
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In addition, if you earn more than $100,000 per year (gross income), and your job is to do professional, administrative or manager’s duties, you are exempt. Here are a few ways to figure out if you are a non-exempt employee: If you work a regular, 40-hour work week without an employment contract, you are probably non-exempt.
