NOTE FROM ROBIN: In March, I began a series of very basic explanations of the federal laws that govern the workplace. The first installment covered discrimination in general, the second installment covered religious accommodation, and the third installment covered retaliation. My next two posts will be about the minimum wage and overtime provisions of the Fair Labor Standards Act. If there is a topic that you'd like to see covered, please send me an email or leave a comment here.
For these two FLSA posts, I want to thank Jim Coleman, co-chair of our firm's Wage and Hour Practice Group, for keeping me on the straight and narrow. I could not have written these posts without his substantive expertise and editorial assistance.
The Fair Labor Standards Act is a federal law that sets the minimum standards for three sets of requirements: (1) minimum wage, (2) overtime, and (3) child labor. This post will focus on the minimum wage requirements, and next week I’ll talk about overtime.
“The bare minimum”
Employers should think of the FLSA minimum wage provisions as a “floor.” Many states, cities, and counties have a higher minimum wage than the FLSA minimum of $7.25 an hour. Employers must pay employees in those states or localities the highest applicable minimum wage.
If an employee is “non-exempt” -- which I’ll discuss in the overtime post -- and covered only by the FLSA, the employer must pay at least the federal minimum wage ($7.25 an hour) for each hour worked. Simple enough,...
False sexual or rape allegations can have devastating consequences for the accused, including reputational damage, loss of employment and emotional trauma. In Nigeria, current legislation focuses ...