Overtime & Minimum Wage Violation Lawyers
The Fair Labor Standards Act requires employers to compensate non-exempt employees with overtime premiums once the employee’s work hours exceed the 40-hour threshold in a single workweek.
The FLSA generally does not afford overtime protections for work performed in consecutive workweeks. For example, in a Monday-Sunday work week, an employer must pay overtime for all work that exceeds 40 hours during that calendar period. However, even if the employee worked every day in that particular workweek, overtime premiums stop on a Monday that follows the workweek. This concept is sometimes confusing when employers adopt pay periods longer than one week in duration, and are especially confusing to employees when paydays occur on the 15th and last day of the month.
The FLSA requires that an employer pay at least $7.25 an hour for all hours worked in a workweek. Deductions made from wages for such items as cash or merchandise shortages, employer-required uniforms, and tools of the trade, are not legal to the extent that they reduce the wages of employees below the minimum rate required by the FLSA or reduce the amount of overtime pay due under the FLSA.
However, beware, the FLSA contains some exemptions from these basic standards. Some apply to specific types of businesses; others apply to specific kinds of work.