Make workplace requirements clearer. Get a practical overview of the essential components of the Fair Labor Standards Act (FLSA) in Wage and Hour Compliance (FLSA) Made Simple.
Designed for day-to-day use, Wage and Hour Compliance (FLSA) Made Simple explains the topic in a clear and actionable way. Key outcomes include the ability to explain the essential components of the Fair Labor Standards Act (FLSA), describe how to classify employees safely under FLSA regulations, and spot how to handle overtime, minimum wage, and tipped worker pay. The material also helps learners explain the rules surrounding child labor and independent contractors. Practical examples connect the subject to routine tasks, expected procedures, and decisions employees may need to make on the job. Learners finish with a clearer understanding of what to look for, how to respond, and when to raise a concern or seek additional guidance.
FLSA wage and hour training is for HR professionals, payroll staff, managers who approve timecards, and business owners. Anyone who classifies jobs as exempt or non-exempt or schedules hourly employees needs to understand federal wage and hour rules. The same applies to anyone who sets pay for tipped or on-call workers or uses independent contractors.
The Fair Labor Standards Act sets federal rules for minimum wage, overtime pay, recordkeeping and child labor for most private and public employers. The Department of Labor's Wage and Hour Division enforces the FLSA. Many states set higher minimum wages or stricter overtime rules, and employers must follow the more protective standard.
Non-exempt employees under the FLSA must receive at least minimum wage. They also earn overtime at one and a half times their regular rate for hours over 40 in a workweek. Exempt employees, usually salaried executive, administrative or professional staff who meet salary and duties tests, are not owed overtime. Job titles alone never decide exemption.
Employers must keep FLSA payroll records for at least three years. Records used to compute wages, such as timecards and wage rate tables, must be kept for at least two years. Required payroll data includes hours worked each day and week, pay rates and total wages. The 9-minute FLSA video is available in English.
Yes, tipped employees must end up with at least the federal minimum wage under the FLSA. Employers may pay a cash wage as low as $2.13 per hour and claim a tip credit. If tips do not bring pay to $7.25 an hour, the employer must make up the difference. Many states require higher cash wages.
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