Federal Law > Managing Employees > Wage and Hour/ FLSA

Wage and Hour/ FLSA

 

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.

The Wage and Hour Division (WHD) of the U.S. Department of Labor (DOL) administers and enforces the FLSA with respect to private employment, State and local government employment, and Federal employees of the Library of Congress, U.S. Postal Service, Postal Rate Commission, and the Tennessee Valley Authority. The FLSA is enforced by the U.S. Office of Personnel Management for employees of other Executive Branch agencies, and by the U.S. Congress for covered employees of the Legislative Branch.

Special rules apply to State and local government employment involving fire protection and law enforcement activities, volunteer services, and compensatory time off instead of cash overtime pay.

 

Basic Wage Standards

The minimum wage for covered nonexempt workers has changed regularly over the years.  You can see the history of federal minimum wage rates and current federal minimum wage rate here:  www.dol.gov/whd/minwage/chart.htm  Most states and many local jurisdictions have their own minimum wage rate.  Special provisions apply to workers in American Samoa and the Commonwealth of the Northern Mariana Islands. Nonexempt workers must be paid overtime pay at a rate of not less than one and one-half times their regular rates of pay after 40 hours of work in a workweek.

When the state laws differ from the federal FLSA, an employer must comply with the standard most protective to employees. Links to your state labor department can be found at http://www.dol.gov/whd/contacts/state_of.htm.

Wages required by the FLSA are due on the regular payday for the pay period covered. 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.

The FLSA contains some exemptions from these basic standards. Some apply to specific types of businesses; others apply to specific kinds of work.

While the FLSA does set basic minimum wage and overtime pay standards and regulates the employment of minors, there are a number of employment practices which the FLSA does not regulate.  For example, the FLSA does not require:

  1. vacation, holiday, severance, or sick pay;
  2. meal or rest periods, holidays off, or vacations;
  3. premium pay for weekend or holiday work;
  4. pay raises or fringe benefits; or
  5. a discharge notice, reason for discharge, or immediate payment of final wages to terminated employees.

The FLSA does not provide wage payment or collection procedures for an employee’s usual or promised wages or commissions in excess of those required by the FLSA. However, some States do have laws under which such claims (sometimes including fringe benefits) may be filed.

Also, the FLSA does not limit the number of hours in a day or days in a week an employee may be required or scheduled to work, including overtime hours, if the employee is at least 16 years old.

The above matters are for agreement between the employer and the employees or their authorized representatives.

 

Who is Covered?

All employees of certain enterprises having workers engaged in interstate commerce, producing goods for interstate commerce, or handling, selling, or otherwise working on goods or materials that have been moved in or produced for such commerce by any person, are covered by the FLSA.

A covered enterprise is the related activities performed through unified operation or common control by any person or persons for a common business purpose and —

  1. whose annual gross volume of sales made or business done is not less than $500,000 (exclusive of excise taxes at the retail level that are separately stated); or
  2. is engaged in the operation of a hospital, an institution primarily engaged in the care of the sick, the aged, or the mentally ill who reside on the premises; a school for mentally or physically disabled or gifted children; a preschool, an elementary or secondary school, or an institution of higher education (whether operated for profit or not for profit); or
  3. is an activity of a public agency.

Any enterprise that was covered by the FLSA on March 31, 1990, and that ceased to be covered because of the revised $500,000 test, continues to be subject to the overtime pay, child labor and recordkeeping provisions of the FLSA.

Employees of firms which are not covered enterprises under the FLSA still may be subject to its minimum wage, overtime pay, recordkeeping, and child labor provisions if they are individually engaged in interstate commerce or in the production of goods for interstate commerce, or in any closely-related process or occupation directly essential to such production. Such employees include those who: work in communications or transportation; regularly use the mails, telephones, or telegraph for interstate communication, or keep records of interstate transactions; handle, ship, or receive goods moving in interstate commerce; regularly cross State lines in the course of employment; or work for independent employers who contract to do clerical, custodial, maintenance, or other work for firms engaged in interstate commerce or in the production of goods for interstate commerce.

Domestic service workers such as day workers, housekeepers, chauffeurs, cooks, or full-time babysitters are covered if:

  1. their cash wages from one employer in calendar year 2010 are at least $1,700 (this calendar year threshold is adjusted by the Social Security Administration each year); or
  2. they work a total of more than 8 hours a week for one or more employers.

 

Tipped Employees

Tipped employees are individuals engaged in occupations in which they customarily and regularly receive more than $30 a month in tips. The employer may consider tips as part of wages, but the employer must pay at least $2.13 an hour in direct wages.

The employer who elects to use the tip credit provision must inform the employee in advance and must be able to show that the employee receives at least the applicable minimum wage (see above) when direct wages and the tip credit allowance are combined. If an employee’s tips combined with the employer’s direct wages of at least $2.13 an hour do not equal the minimum hourly wage, the employer must make up the difference. Also, employees must retain all of their tips, except to the extent that they participate in a valid tip pooling or sharing arrangement.

Employer-Furnished Facilities

The reasonable cost or fair value of board, lodging, or other facilities customarily furnished by the employer for the employee’s benefit may be considered part of wages.

 

Industrial Homework

The performance of certain types of work in an employee’s home is prohibited under the law unless the employer has obtained prior certification from DOL. Restrictions apply in the manufacture of knitted outerwear, gloves and mittens, buttons and buckles, handkerchiefs, embroideries, and jewelry (where safety and health hazards are not involved). The manufacture of women’s apparel (and jewelry under hazardous conditions) is generally prohibited. If you have questions on whether a certain type of work is restricted, or who is eligible for a homework certificate, or how to obtain a certificate, you may contact the local WHD office.

 

Subminimum Wage Provisions

The FLSA provides for the employment of certain individuals at wage rates below the statutory minimum. Such individuals include student-learners (vocational education students), as well as full-time students in retail or service establishments, agriculture, or institutions of higher education. Also included are individuals whose earning or productive capacity is impaired by a physical or mental disability, including those related to age or injury, for the work to be performed. Employment at less than the minimum wage is authorized to prevent curtailment of opportunities for employment. Such employment is permitted only under certificates issued by WHD.

 

Youth Minimum Wage

A minimum wage of not less than $4.25 an hour is permitted for employees under 20 years of age during their first 90 consecutive calendar days of employment with an employer. Employers are prohibited from taking any action to displace employees in order to hire employees at the youth minimum wage. Also prohibited are partial displacements such as reducing employees’ hours, wages, or employment benefits.

 

Exemptions

Some employees are exempt from the overtime pay provisions or both the minimum wage and overtime pay provisions.

Because exemptions are generally narrowly defined under the FLSA, an employer should carefully check the exact terms and conditions for each. Detailed information is available from local WHD offices.

Following are examples of exemptions which are illustrative, but not all-inclusive. These examples do not define the conditions for each exemption.

 

Exemptions from Both Minimum Wage and Overtime Pay

  1. Executive, administrative, and professional employees (including teachers and academic administrative personnel in elementary and secondary schools), outside sales employees, and employees in certain computer-related occupations (as defined in DOL regulations);
  2. Employees of certain seasonal amusement or recreational establishments, employees of certain small newspapers, seamen employed on foreign vessels, employees engaged in fishing operations, and employees engaged in newspaper delivery;
  3. Farmworkers employed by anyone who used no more than 500 “man-days” of farm labor in any calendar quarter of the preceding calendar year;
  4. Casual babysitters and persons employed as companions to the elderly or infirm.

 

Exemptions from Overtime Pay Only

  1. Certain commissioned employees of retail or service establishments; auto, truck, trailer, farm implement, boat, or aircraft sales-workers; or parts-clerks and mechanics servicing autos, trucks, or farm implements, who are employed by non-manufacturing establishments primarily engaged in selling these items to ultimate purchasers;
  2. Employees of railroads and air carriers, taxi drivers, certain employees of motor carriers, seamen on American vessels, and local delivery employees paid on approved trip rate plans;
  3. Announcers, news editors, and chief engineers of certain non-metropolitan broadcasting stations;
  4. Domestic service workers living in the employer’s residence;
  5. Employees of motion picture theaters; and
  6. Farmworkers.

Partial Exemptions from Overtime Pay

  1. Partial overtime pay exemptions apply to employees engaged in certain operations on agricultural commodities and to employees of certain bulk petroleum distributors.
  2. Hospitals and residential care establishments may adopt, by agreement with their employees, a 14-day work period instead of the usual 7-day workweek if the employees are paid at least time and one-half their regular rates for hours worked over 8 in a day or 80 in a 14-day work period, whichever is the greater number of overtime hours.
  3. Employees who lack a high school diploma, or who have not attained the educational level of the 8th grade, can be required to spend up to 10 hours in a workweek engaged in remedial reading or training in other basic skills without receiving time and one-half overtime pay for these hours. However, the employees must receive their normal wages for hours spent in such training and the training must not be job specific.
  4. Public agency fire departments and police departments may establish a work period ranging from 7 to 28 days in which overtime need only be paid after a specified number of hours in each work period.

 

Child Labor Provisions

The FLSA child labor provisions are designed to protect the educational opportunities of minors and prohibit their employment in jobs and under conditions detrimental to their health or well-being. The provisions include restrictions on hours of work for minors under 16 and lists of hazardous occupations orders for both farm and non-farm jobs declared by the Secretary of Labor to be too dangerous for minors to perform. Further information on prohibited occupations is available from http://www.youthrules.dol.gov.

Nonagricultural Jobs (Child Labor)

Regulations governing child labor in non-farm jobs differ somewhat from those pertaining to agricultural employment. In non-farm work, the permissible jobs and hours of work, by age, are as follows:

  1. Youths 18 years or older may perform any job, whether hazardous or not, for unlimited hours;
  2. Minors 16 and 17 years old may perform any nonhazardous job, for unlimited hours; and
  3. Minors 14 and 15 years old may work outside school hours in various nonmanufacturing, nonmining, nonhazardous jobs under the following conditions: no more than 3 hours on a school day, 18 hours in a school week, 8 hours on a non-school day, or 40 hours in a non-school week. Also, work may not begin before 7 a.m., nor end after 7 p.m., except from June 1 through Labor Day, when evening hours are extended to 9 p.m. Under a special provision, youths 14 and 15 years old enrolled in an approved Work Experience and Career Exploration Program (WECEP) may be employed for up to 23 hours in school weeks and 3 hours on school days (including during school hours). In addition, academically oriented youths enrolled in an approved Work-Study Program (WSP) may be employed during school hours.

Fourteen is the minimum age for most non-farm work. However, at any age, minors may deliver newspapers; perform in radio, television, movie, or theatrical productions; work for parents in their solely-owned non-farm business (except in mining, manufacturing or on hazardous jobs); or gather evergreens and make evergreen wreaths.

Farm Jobs (Child Labor)

In farm work, permissible jobs and hours of work, by age, are as follows:

  1. Minors 16 years and older may perform any job, whether hazardous or not, for unlimited hours;
  2. Minors 14 and 15 years old may perform any nonhazardous farm job outside of school hours;
  3. Minors 12 and 13 years old may work outside of school hours in nonhazardous jobs, either with a parent’s written consent or on the same farm as the parent(s);
  4. Minors under 12 years old may perform jobs on farms owned or operated by parent(s), or with a parent’s written consent, outside of school hours in nonhazardous jobs on farms not covered by minimum wage requirements.

Minors of any age may be employed by their parents in any occupation on a farm owned or operated by their parents.

 

Recordkeeping

The FLSA requires employers to keep records on wages, hours, and other items, as specified in DOL recordkeeping regulations. Most of the information is of the kind generally maintained by employers in ordinary business practice and in compliance with other laws and regulations. The records do not have to be kept in any particular form and time clocks need not be used. With respect to an employee subject to the minimum wage provisions or both the minimum wage and overtime pay provisions, the following records must be kept:

  1. personal information, including employee’s name, home address, occupation, sex, and birth date if under 19 years of age;
  2. hour and day when workweek begins;
  3. total hours worked each workday and each workweek;
  4. total daily or weekly straight-time earnings;
  5. regular hourly pay rate for any week when overtime is worked;
  6. total overtime pay for the workweek;
  7. deductions from or additions to wages;
  8. total wages paid each pay period; and
  9. date of payment and pay period covered.

Records required for exempt employees differ from those for nonexempt workers. Special information is required for homeworkers, for employees working under uncommon pay arrangements, for employees to whom lodging or other facilities are furnished, and for employees receiving remedial education.

 

Nursing Mothers

The Patient Protection and Affordable Care Act (“PPACA”), signed into law on March 23, 2010 (P.L. 111-148), amended Section 7 of the FLSA, to provide a break time requirement for nursing mothers.

Employers are required to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has need to express the milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.

The FLSA requirement of break time for nursing mothers to express breast milk does not preempt State laws that provide greater protections to employees (for example, providing compensated break time, providing break time for exempt employees, or providing break time beyond 1 year after the child’s birth).

Employers are required to provide a reasonable amount of break time to express milk as frequently as needed by the nursing mother. The frequency of breaks needed to express milk as well as the duration of each break will likely vary.

A bathroom, even if private, is not a permissible location under the Act. The location provided must be functional as a space for expressing breast milk. If the space is not dedicated to the nursing mother’s use, it must be available when needed in order to meet the statutory requirement. A space temporarily created or converted into a space for expressing milk or made available when needed by the nursing mother is sufficient provided that the space is shielded from view, and free from any intrusion from co-workers and the public.

Only employees who are not exempt from the FLSA’s overtime pay requirements are entitled to breaks to express milk. While employers are not required under the FLSA to provide breaks to nursing mothers who are exempt from the overtime pay requirements of Section 7, they may be obligated to provide such breaks under State laws.

Employers with fewer than 50 employees are not subject to the FLSA break time requirement if compliance with the provision would impose an undue hardship. Whether compliance would be an undue hardship is determined by looking at the difficulty or expense of compliance for a specific employer in comparison to the size, financial resources, nature, and structure of the employer’s business. All employees who work for the covered employer, regardless of work site, are counted when determining whether this exemption may apply.

Employers are not required under the FLSA to compensate nursing mothers for breaks taken for the purpose of expressing milk. However, where employers already provide compensated breaks, an employee who uses that break time to express milk must be compensated in the same way that other employees are compensated for break time. In addition, the FLSA’s general requirement that the employee must be completely relieved from duty or else the time must be compensated as work time applies.

 

Terms Used in FLSA

Workweek - A workweek is a period of 168 hours during 7 consecutive 24-hour periods. It may begin on any day of the week and at any hour of the day established by the employer. Generally, for purposes of minimum wage and overtime payment, each workweek stands alone; there can be no averaging of 2 or more workweeks. Employee coverage, compliance with wage payment requirements, and the application of most exemptions are determined on a workweek basis.

Hours Worked - Covered employees must be paid for all hours worked in a workweek. In general, “hours worked” includes all time an employee must be on duty, or on the employer’s premises or at any other prescribed place of work, from the beginning of the first principal activity of the work day to the end of the last principal work activity of the workday. Also included is any additional time the employee is allowed (i.e., suffered or permitted) to work.  The following are examples of situations where employers may have issues determining whether time is compensable:

  • Waiting Time: Whether waiting time is hours worked under the Act depends upon the particular circumstances. Generally, the facts may show that the employee was engaged to wait (which is work time) or the facts may show that the employee was waiting to be engaged (which is not work time). For example, a secretary who reads a book while waiting for dictation or a fireman who plays checkers while waiting for an alarm is working during such periods of inactivity. These employees have been "engaged to wait."
  • On-Call Time: An employee who is required to remain on call on the employer's premises is working while "on call." An employee who is required to remain on call at home, or who is allowed to leave a message where he/she can be reached, is not working (in most cases) while on call. Additional constraints on the employee's freedom could require this time to be compensated.
  • Rest and Meal Periods: Rest periods of short duration, usually 20 minutes or less, are common in industry (and promote the efficiency of the employee) and are customarily paid for as working time. These short periods must be counted as hours worked. Unauthorized extensions of authorized work breaks need not be counted as hours worked when the employer has expressly and unambiguously communicated to the employee that the authorized break may only last for a specific length of time, that any extension of the break is contrary to the employer's rules, and any extension of the break will be punished. Bona fide meal periods (typically 30 minutes or more) generally need not be compensated as work time. The employee must be completely relieved from duty for the purpose of eating regular meals. The employee is not relieved if he/she is required to perform any duties, whether active or inactive, while eating.
  • Sleeping Time and Certain Other Activities: An employee who is required to be on duty for less than 24 hours is working even though he/she is permitted to sleep or engage in other personal activities when not busy. An employee required to be on duty for 24 hours or more may agree with the employer to exclude from hours worked bona fide regularly scheduled sleeping periods of not more than 8 hours, provided adequate sleeping facilities are furnished by the employer and the employee can usually enjoy an uninterrupted night's sleep. No reduction is permitted unless at least 5 hours of sleep is taken.
  • Lectures, Meetings and Training Programs: Attendance at lectures, meetings, training programs and similar activities need not be counted as working time only if four criteria are met, namely: it is outside normal hours, it is voluntary, not job related, and no other work is concurrently performed.
  • Travel Time: The principles which apply in determining whether time spent in travel is compensable time depends upon the kind of travel involved.
  • Home to Work Travel: An employee who travels from home before the regular workday and returns to his/her home at the end of the workday is engaged in ordinary home to work travel, which is not work time.
  • Home to Work on a Special One Day Assignment in Another City: An employee who regularly works at a fixed location in one city is given a special one day assignment in another city and returns home the same day. The time spent in traveling to and returning from the other city is work time, except that the employer may deduct/not count that time the employee would normally spend commuting to the regular work site.
  • Travel That is All in a Day's Work: Time spent by an employee in travel as part of their principal activity, such as travel from job site to job site during the workday, is work time and must be counted as hours worked.
  • Travel Away from Home Community: Travel that keeps an employee away from home overnight is travel away from home. Travel away from home is clearly work time when it cuts across the employee's workday. The time is not only hours worked on regular working days during normal working hours but also during corresponding hours on nonworking days. As an enforcement policy the Division will not consider as work time that time spent in travel away from home outside of regular working hours as a passenger on an airplane, train, boat, bus, or automobile.
  • Typical Problems.Problems arise when employers fail to recognize and count certain hours worked as compensable hours. For example, an employee who remains at his/her desk while eating lunch and regularly answers the telephone and refers callers is working. This time must be counted and paid as compensable hours worked because the employee has not been completely relieved from duty.

For additional information, visit the Wage and Hour Division Website: http://www.wagehour.dol.gov and/or call the toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866- 4USWAGE (1-866-487-9243).

 

Computing Overtime Pay

Overtime must be paid at a rate of at least one and one-half times the employee’s regular rate of pay for each hour worked in a workweek in excess of the maximum allowable in a given type of employment. Generally, the regular rate includes all payments made by the employer to or on behalf of the employee (except for certain statutory exclusions). The following examples are based on a maximum 40-hour workweek applicable to most covered nonexempt employees.

  1. Hourly rate (regular pay rate for an employee paid by the hour) - If more than 40 hours are worked, at least one and one-half times the regular rate for each hour over 40 is due.

    Example: An employee paid $8.00 an hour works 44 hours in a workweek. The employee is entitled to at least one and one-half times $8.00, or $12.00, for each hour over 40. Pay for the week would be $320 for the first 40 hours, plus $48.00 for the four hours of overtime - a total of $368.00.

  2. Piece rate - The regular rate of pay for an employee paid on a piecework basis is obtained by dividing the total weekly earnings by the total number of hours worked in that week. The employee is entitled to an additional one-half times this regular rate for each hour over 40, plus the full piecework earnings.

    Example: An employee paid on a piecework basis works 45 hours in a week and earns $405. The regular rate of pay for that week is $405 divided by 45, or $9.00 an hour. In addition to the straight-time pay, the employee is also entitled to $4.50 (half the regular rate) for each hour over 40 - an additional $22.50 for the 5 overtime hours - for a total of $427.50.

    Another way to compensate pieceworkers for overtime, if agreed to before the work is performed, is to pay one and one-half times the piece rate for each piece produced during the overtime hours. The piece rate must be the one actually paid during nonovertime hours and must be enough to yield at least the minimum wage per hour.

  3. Salary - The regular rate for an employee paid a salary for a regular or specified number of hours a week is obtained by dividing the salary by the number of hours for which the salary is intended to compensate. The employee is entitled to an additional one-half times this regular rate for each hour over 40, plus the salary.

If, under the employment agreement, a salary sufficient to meet the minimum wage requirement in every workweek is paid as straight time for whatever number of hours are worked in a workweek, the regular rate is obtained by dividing the salary by the number of hours worked each week. To illustrate, suppose an employee’s hours of work vary each week and the agreement with the employer is that the employee will be paid $480 a week for whatever number of hours of work are required. Under this agreement, the regular rate will vary in overtime weeks. If the employee works 50 hours, the regular rate is $9.60 ($480 divided by 50 hours). In addition to the salary, half the regular rate, or $4.80, is due for each of the 10 overtime hours, for a total of $528 for the week. If the employee works 60 hours, the regular rate is $8.00 ($480 divided by 60 hours). In that case, an additional $4.00 is due for each of the 20 overtime hours for a total of $560 for the week.

In no case may the regular rate be less than the minimum wage required by the FLSA.

If a salary is paid on other than a weekly basis, the weekly pay must be determined in order to compute the regular rate and overtime pay. If the salary is for a half month, it must be multiplied by 24 and the product divided by 52 weeks to get the weekly equivalent. A monthly salary should be multiplied by 12 and the product divided by 52.

 

Enforcement Through Investigation

WHD enforcement of the FLSA is carried out by investigators stationed across the country. As WHD authorized representatives, they conduct investigations and gather data on wages, hours, and other employment conditions in order to determine compliance with the law regardless of workers’ immigration status. Where violations are found, they will recommend changes in employment practices to bring an employer into compliance.

 

Enforcement Through Legal Remedies

The FLSA allows the Department of Labor (“Department”) or an employee to recover back wages and an equal amount in liquidated damages where minimum wage and overtime violations exist. Generally, a 2-year statute of limitations applies to the recovery of back wages and liquidated damages. A 3-year statute of limitations applies in cases involving willful violations.

Remedies may be recovered through administrative procedures, litigation, and/or criminal prosecution.

 

Administrative procedures:

  • The Department is authorized to supervise the payment of unpaid minimum wages and/ or unpaid overtime compensation owed to any employee(s).
  • In lieu of litigation, the Department may seek back wages and liquidated damages, through settlements with employers.
  • Civil money penalties may be assessed for child labor violations and for repeat and/or willful violations of FLSA minimum wage or overtime requirements.
    • Employers who willfully or repeatedly violate minimum wage or overtime pay requirements are subject to civil money penalties of up to $1,100 per violation.
    • Employers who violate the child labor provisions of the FLSA are subject to a civil money penalty of up to $11,000 for each employee who was the subject of a violation. These penalties may be increased up to $50,000 for each violation that caused the death or serious injury of an employee who is a minor, and may be doubled to $100,000 if the violation was determined to be willful or repeated.

 

Litigation procedures:

  • The Department may file suit on behalf of employees for back wages, an equal amount in liquidated damages, and civil money penalties where appropriate.
  • The Department may seek a U.S. District Court injunction to restrain violations of the law, including the unlawful withholding of proper minimum wage and overtime pay, failure to keep proper records, and retaliation against employees who file complaints and/or cooperate with the Department.
  • The Department may seek an order for payment of civil money penalties from a U.S. Department of Labor Administrative Law Judge where appropriate.
  • An employee may file a private suit to recover back wages, an equal amount in liquidated damages, plus attorney’s fees and court costs. In such a case, the Department will not seek the same back wages and liquidated damages on that employee’s behalf.
  • The FLSA provides that DOL may seek a U.S. District Court order to prevent the shipment of the affected goods.

 

Criminal prosecution:

  • Employers who have willfully violated the law may be subject to criminal penalties, including fines and imprisonment.

Retaliation is Prohibited

Employees who have filed complaints or provided information cannot be discriminated against or discharged on account of such activity. If adverse action is taken against an employee for engaging in protected activity, the affected employee or the Secretary of Labor may file suit for relief, including reinstatement to his/her job, payment of lost wages, and damages.

 

Where to Obtain Additional Information

For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov

and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243).

When the state laws differ from the federal FLSA, an employer must comply with the standard most protective to employees. Links to your state labor department can be found at http://www.dol.gov/whd/contacts/state_of.htm.

-----

SOURCES

Adapted from the Handy Reference Guide to the Fair Labor Standards Act, November 2014, by the Wage and Hour Division of the U.S. Department of Labor, and Fact Sheet #22:  Hours Worked Under the Fair Labor Standards Act (FLSA), July, 2008, by the Wage and Hour Division of the U.S. Department of Labor.

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03/09/2018 $194,275 Settlement in FLSA Case
03/08/2018 Settlement by Bakery for $94,167 for Back Wages and Penalties
03/07/2018 Residential Care Facilities Settle FLSA Case for $173,539
03/05/2018 Restaurants to Pay $259,909 in FLSA Case; Training Required
03/02/2018 Concrete Company to Pay $179,314 in Overtime and Recordkeeping Case
03/01/2018 Pallet Company to Pay $289,215 for Overtime Violations
02/28/2018 Restaurant to Pay $247,922 in FLSA Case
02/27/2018 California Drywall Company Pays $944,000 in Back Wages and Damages for Overtime Violations
02/26/2018 Denver Landscaper Pays $550,167 in Back Wages and Penalties
02/23/2018 Property Management Company to Pay $255,793 in Back Wages
02/22/2018 Nursing Home to Pay $123,680 in FLSA Case
02/21/2018 Manufacturer to Pay $377,144 to Settle Overtime, Recordkeeping and Child Labor Issues
02/15/2018 DOL Reissues Opinion Letters from Bush Administration
01/19/2018 DOL Makes Review of Internship Programs More Employer Friendly
01/04/2018 Security Company to Pay $277,306 in Back Wages
12/29/2017 Owner of Gas Stations Pays $1,471,024 in Back Wages and Damages in FLSA Case
12/28/2017 Chicago Restaurant to Pay $339,418 in Back Wages and Damages
12/27/2017 $88,712 to Settle FLSA Cases
12/26/2017 Tennessee Restaurant Ordered to Pay $751,682 in Back Wages and Liquidated Damages
12/22/2017 Furniture Installer to Pay $194,069 in Back Wages
12/21/2017 Philadelphia Restaurants to Pay Nearly $830,000 to Resolve Federal Wage Violations
12/20/2017 Restaurant Pays $118,000 to Settle FLSA Claims
12/19/2017 Packaging Company Pays $425,000 to Settle FLSA Claims
11/28/2017 Foundry and Machinist Shop Pays $335,680 to Settle Wage and Hour Case
11/22/2017 Construction Company Pays $140,000 in Back Wages and Liquidated Damages After DOL Finds FLSA Violations
11/21/2017 $3 Million Settlement by Restaurant in Wage and Hour Case
11/17/2017 Restaurant Settles Wage and Hour Case for $282,264
11/16/2017 Restaurant Settles Wage and Hour Case for $150,000; Training Required
11/13/2017 Back Wages, Liquidated Damages and Penalties to 60 Employees in Wage and Hour Case
10/27/2017 Food Distribution Company Agrees to Pay $136,266 in Back Wages and Damages in Overtime and Child Labor Case
10/26/2017 $401,384 in Back Wages and Damages in Health Care Worker Overtime Case
10/25/2017 $1,480, 268 in Back Wages in Overtime Case
10/24/2017 Restaurant Owner Pleads Guilty to Impeding Wage Investigation
10/23/2017 $197,917 Plus Liquidated Damages Settlement in FLSA Case
10/20/2017 $2 Million Settlement in Minimum Wage Case
10/09/2017 $285,000 in Back Wages and Liquidated Damages to 82 Employees for Overtime Violations
10/06/2017 New Research and App to Combat Child Labor and Modern Slavery
10/05/2017 Health Care Company Settles Overtime Violations
10/04/2017 Staffing Company Ordered to Pay $165,000 in Back Wages and Liquidated Damages
10/03/2017 Back Wages, Liquidated Damages and Civil Penalties Settlement in Overtime Case
10/02/2017 $90,000 Settlement in FLSA Case
10/01/2017 $165,379 Settlement in Overtime Case
09/22/2017 Appeal Dropped on Obama Overtime Rule
09/13/2017 Overtime Rule Struck Down by Texas Federal Court
08/16/2017 DOL Releases RFI on FLSA Overtime Rules
08/15/2017 New Jersey Gas Stations Settle FLSA Case for $463,453
08/11/2017 $584,000 Settlement in FLSA Case
07/31/2017 $850,000 Settlement in FLSA Overtime and Recordkeeping Case
07/19/2017 $100,000 Settlement in Wage and Hour Case
07/18/2017 $717,202 Settlement in FLSA Case
07/17/2017 $149,000 Settlement in Overtime and Minimum Wage Case
07/06/2017 $296,836 Settlement in FLSA Overtime and Recordkeeping Case
07/03/2017 $3.4 Million Settlement in FLSA Overtime Case
06/29/2017 $660,117 Settlement in FLSA Overtime Case
06/26/2017 Joint Employer and Independent Contractor Guidances Withdrawn
05/26/2017 $726,989 Settlement in FLSA Overtime Case
04/28/2017 $1.95 Million to Settle Retaliation Claims; Training Ordered
04/26/2017 Another Delay in DOL Overtime Rule Case
04/20/2017 DOL and Philadelphia Printer Enter Into Consent Judgement to Resolve FLSA Complaints After Employees Hired by Temp Agency
04/19/2017 Ohio Restaurant Ordered to Pay Back Wages, Damages to "Volunteers"
03/20/2017 $3.8 Million in Back Wages to be Paid by Disney Subsidiaries for FLSA Violations
03/13/2017 $890,021 in Back Wages for FLSA Violations
02/28/2017 $2 Million Judgment in FLSA Case Affirmed by Tenth Circuit
01/25/2017 Fifth Circuit Joins Two Other Circuits in Extending Emotional Distress Damages to FLSA Claims
01/20/2017 $550,000 in Back Wages and Penalties to be Paid by Two Employers Jointly for FLSA Violations
01/05/2017 Tribal Development Corporation Paid Workers $507,610 for Failing to Pay Prevailing Wages
12/28/2016 New Jersey Mattress Refurbishment Company to Pay $292,998 in Back Wages and Liquidated Damages to Workers for Overtime Violations
12/14/2016 Seventh Circuit Holds that Student Athletes Are Not Employees Under the FLSA
12/12/2016 FTC and DOJ Issue Guidance for HR Professionals About Hiring and Compensation Decisions
12/09/2016 $2,006,796 to be Paid in Back Wages and Liquidated Damages for FLSA Violations by Residential Nursing Homes
12/08/2016 $310,000 in Back Wages and Penalties to be Paid by Restaurant and Catering Hall for FLSA Violations
12/07/2016 Restaurant and Owner to Pay $459,130 for FLSA Violations
12/05/2016 $54 Million Verdict in Lawsuit Against Wal-Mart
12/01/2016 $1,190,861 to be Paid in Back Wages for Violations of Prevailing Wage Rate and Fringe Benefits
11/30/2016 $976,765 in Back Wages and Liquidated Damages to be Paid by Life Time Fitness for Minimum Wage Violations
11/29/2016 Puerto Rico Police Department to Pay $8,732,386 to Current and Former Police Officers for Violations Under the FLSA
11/28/2016 Texas Court Enjoins Final Overtime Regulations from Going Into Effect on December 1
11/14/2016 $350,000 Settlement in Case Against Cable Equipment Company for Misclassifying Employees
11/10/2016 $424,537 in Back Wages for FLSA Violations by Plastic Recycling Company
11/04/2016 FTC and Justice Department Issue Guidance Regarding Hiring and Compensation Decisions
11/03/2016 $193,260 in Back Wages and Damages for FLSA Violations by Timber Company
10/20/2016 Puerto Rico Police Department Requested to Pay $8,732,386 to Current and Former Police Officers for Violations Under the FLSA
10/19/2016 Nursing Homes to Pay $119,474 in Back Wages and Penalties for FLSA Violations
10/13/2016 Johnny Rockets Restaurants to Pay $571,460 in Back Wages and Liquidated Damages for Wage and Overtime Violations
10/04/2016 $4.8 Million in Back Wages and Fringe Benefits to be Paid Back to Employees at Immigration Detention Facility
09/27/2016 $567,954 in Back Wages and Penalties to be Paid by Restaurants for FLSA Violations
09/26/2016 21 States Sue Department of Labor Over New Overtime Rule
09/09/2016 $1.5 Million in Back Wages and Penalties for FLSA Violations by Energy Company
09/08/2016 Staffing Agencies to Pay $516,000 in Back Wages for Misclassifying Employees as Independent Contractors
09/06/2016 $971,155 in Back Wages and Fringe Benefits to be Paid by Trucking Company for Not Paying Prevailing Wages
09/02/2016 $218,000 in Back Wages and Liquidated Damages for Violations of Overtime, Minimum Wage and Recordkeeping Requirements FLSA
09/01/2016 Minnesota Farm and Its Owner to Pay $576,707 for Violations of H-2A Visa Program
08/26/2016 $1,072,061 in Back Pay for Overtime Violations by Commercial Transportation Company
08/25/2016 Final Regulations, Guidance to Ensure Federal Contractors Better Comply with Workplace Rights, Protections
08/23/2016 Produce Company to Pay $270,000 in Back Wages and Penalties for Improper Payment to H-2A Temporary Workers
08/19/2016 DOL Settles Overtime Claims with its Own Employees
08/12/2016 DOL Issues Regulations to Update FLSA and EPPA Posters
08/05/2016 Citigroup Paid $1,967,689 for Repeated Violation of Overtime and Recordkeeping Provisions of the FLSA
08/04/2016 $2,622,585 in Wages, Liquidated Damages and Penalties to be Paid by Construction Company for Misclassifying Employees
07/27/2016 $1,008,302 in Back Wages to be Paid by Employers of Capital Hill Workers Who Prepare and Serve Food
07/15/2016 Federal Subcontractor to Pay $431,715 in Back Wages for Davis-Bacon Violations
07/13/2016 $1,433,618 in Back Wages and Liquidated Damages to Be Paid by Staffing Agency and Employer for FLSA Violations
07/11/2016 $439,030 in Back Wages and Damages to be Paid by WadeCo Specialties for Violating Overtime and Time Keeping Requirements
07/07/2016 El Azteca Restaurants in Wisconsin to Pay $700,000 to Employees for Violations of FLSA
07/05/2016 Department of Labor Announces Interim Final Rules Adjusting Penalties Based on Inflation
06/24/2016 $1.53 Million in Back Wages and Benefits to Technology Professionals Who Were Not Paid Properly
06/14/2016 Foundation Repair Company Repaid $99,960 in Back Wages and Damages for Misclassifying Employees
06/07/2016 Staffing Agency to Pay $173,460 in Back Wages, Damages and Penalties for FLSA Violations
05/31/2016 $189,000 in Unpaid Wages and Overtime to be Paid to Employees of Federally Funded Project
05/24/2016 $104,115 in Back Wages and Penalties to be Paid by Masonry Company for Misclassifying Employees as Independent Contractors
05/23/2016 $385,000 to be Paid by Federal Contractor for Failing to Pay Prevailing Wages
05/18/2016 Department of Labor Announces Final Rule Updating Overtime Regulations
05/04/2016 $682,318 in Back Wages to be Paid by Foundation Repair Company for FLSA Violations
04/22/2016 $1,179,045 in Back Wages and Liquidated Damages to be Paid by Restaurant Chain for FLSA Violations
04/20/2016 $1 Million in Back Overtime Wages and Damages to be Paid by Human Resources Outsource Provider for FLSA Violations
04/18/2016 $150,384 In Back Wages and Unpaid Overtime for Misclassification of Employees by Call Center Provider
04/11/2016 Real Estate Investment Company Paid Back Wages and Penalties of $162,317 for FLSA Violations
03/15/2016 $225,768 in Back Wages and Damages for FLSA Violations by Engineering and Project Management Company
03/10/2016 $138,474 in Back Wages and Penalties to be Paid by Cajun Food Market for Violations of FLSA
03/03/2016 DOL Finds Ames, Iowa Hospitality Industry Employers Owe Nearly $100,000 in Back Wages for Violations
02/26/2016 Ross Stores to Pay $212,000 in Back Wages to Employees of Subcontractors for FLSA Violations
02/23/2016 $250,000 in Back Wages and Liquidated Damages to be Paid by Pancake Houses for Requiring Servers to Pay $2 an Hour From Tips to the Employer
02/09/2016 $149,724 in Back Wages and Liquidated Damages for FLSA Violations by Meat Market
02/05/2016 $385,318 in Back Wages and Liquidated Damages to be Paid by Washington State Blueberry Growers for FLSA Violations
01/22/2016 Limo Company to Pay $381,432 in Back Wages and Liquidated Damages for FLSA Violations
01/19/2016 Resort Misclassifies Employees as Independent Contractors and Must Pay $55,586 in Back Wages
01/18/2016 $103,274 for Overtime Violations by Home for the Elderly
01/15/2016 Restaurant and Owner Must Pay $2.1 Million in Back Wages for FLSA Violations
01/11/2016 Georgia Restaurant Industry Paid $2,277,480 in Back Wages and Damages for FLSA Violations
01/05/2016 Telemarketing Company to Pay At Least $1.75 Million in Back Wages for FLSA Violations
12/31/2015 $1.47 Million Owed in Wages and Benefits By Interpretation Company for Violations of FLSA and the Service Contract Act
12/10/2015 $134,000 in Back Pay for Overtime and Record-Keeping Violations
11/30/2015 $287,087 to Be Paid in Back Wages and Liquidated Damages for FLSA Violations by Assisted Living Facility
11/13/2015 $195,000 in Back Wages for Minimum Wage and Overtime Violations by Residential Care Facilities
11/09/2015 $403,344 in Back Wages and Liquidated Damages to be Paid by Employer for Violation of FLSA
11/02/2015 $227,048 in Back Wages and Interest to Employees of Restaurant for Minimum Wage and Overtime Violations
10/28/2015 $2,200,254 in Back Wages, Damages and Penalties to be Paid by Food Manufacturing Company for FLSA Violations
10/26/2015 $149,008 in Back Wages and Damages for Misclassification of Employees
09/23/2015 Halliburton to Pay $18,293,557 for Violations of Overtime Pay and Record Keeping
09/14/2015 Department of Labor Wage and Hour Division Takes Administrative Action to Collect $1.9 Million in Penalties from FLDS Church Bishops for Child Labor Violations
08/28/2015 $945,000 Paid in Back Wages by Government Contractor for Failure to Pay Prevailing Wage Rates
08/21/2015 $176,228 in Back Wages and Damages in FLSA Violation Case
08/19/2015 Federal Courts Rule that Two Bay Area Companies Misclassified Employees as Independent Contractors and Must Pay $8 Million in Back Wages and Damages
08/17/2015 $300,000 in Back Wages and Damages in FLSA Violations Case Against Delicatessen
08/07/2015 $427,300 in Back Pay and Liquidated Damages Against Contractor for FLSA Violations
07/31/2015 Temporary Restraining Order Against Brooklyn Preschool Operator for Threatening Employees and Forcing Them to be Part of a Kickback Scheme
07/20/2015 Department of Labor and State of New York File Charges Against Fast Food Franchiser for Wage and Hour Violations
07/16/2015 Wage and Hour Division Issues Administrator's Interpretation of Employees Who Are Misclassified as Independent Contractors
07/14/2015 Restaurants to Pay $504,577 in Back Wages for Minimum Wage, Overtime, and Record-keeping Violations
07/10/2015 $1.45 Million in Back Wages and Liquidated Damages to be Paid by Direct Mail and Printing Company for FLSA Violations
07/02/2015 $135,000 in Back Wages and Damages for FLSA Violations by Restaurants
06/30/2015 DOL Updating Rule to Extend Overtime Pay to More Salaried Workers
06/23/2015 Staffing Agencies to Pay Workers Almost $3.5 Million in Back Wages for FLSA Violations
06/12/2015 Federa Subcontractor Paid $92,912 for Unpaid Wages and Fringe Benefits for Davis-Bacon Act Violations
06/01/2015 Department of Labor Issuing Proposed Guidance In Applying the Fair Pay and Safe Workplaces Executive Order
05/29/2015 $303,287 In Back Wages and Damages to be Paid by Restaurant Owner for FLSA Violations
05/22/2015 Restaurant to Pay Over $116,000 in Back Wages for Violations of FLSA
05/19/2015 Hospitality Company Misclassified Employees as Independent Contractors and Failed to Keep Accurate Time Records, Will Pay $119,434
05/18/2015 Security Guard Company to Pay $347,695 in Back Wages and Liquidated Damages for FLSA Violations Including Misclassification of Employees
05/15/2015 $347,696 in Back Pay and Liquidated Damages to be Paid by Company for Violations of the FLSA
05/08/2015 $1.7 Million Owed in Overtime to Social Workers by San Mateo County Human Services
04/24/2015 Utah and Arizona Businesses to Pay $1.3 Million in Back Wages and Penalties for Misclassifying Employees as Independent Contractors
04/23/2015 $1.42 Million in Back Wages and Liquidated Damages for FLSA Violations by Plumbing Company
04/13/2015 Hotel to Pay $117,000 in Back Wages for FLSA Violations
04/10/2015 $322,094 in Back Wages and Penalties for Violations of the H-1B Visa Program
04/08/2015 Over $1.3 Million in Back Wages and Damages to be Paid by Restaurant and Spa Owners for Wage and Hour Violations
04/07/2015 $325,534 in Back Wages to be Paid by Restaurant Owner in New Jersey
04/03/2015 $1.2 Million in Back Wages to be Paid by Federal Electrical Contractor for Violation of Wage and Hour Laws
03/31/2015 Restaurant to Pay $46,000 in Back Wages and Liquidated Damages
03/27/2015 DOL Wage and Hour Division Has Recovered $5.5 Million in Back Wages for Gas Station Workers
03/11/2015 $98,000 in Back Wages to be Paid by Federal Subcontractor for Violations of FLSA and Davis-Bacon Act
03/10/2015 USCIS Temporarily Suspends Adjudication of Form I-129 H-2B Petitions
03/06/2015 Westin Hotel in Scottsdale Owed Back Wages and Penalties to Employees for FLSA Violations and Denial of Employment
03/02/2015 Money-Transfer Business to Pay $76,050 in Back Wages and Penalties for FLSA Violations
02/27/2015 $163,000 to be Paid by California Farm Labor Contractor for Wage Payment Violations
02/18/2015 Famous Wok Owner to Pay Back Wages and Liquidated Damages for Falsely Claiming to Have Paid Back Wages
02/17/2015 Federal Contractor Settles FLSA Violations with Payment of $290,588
02/13/2015 $190,000 to be Paid by Nonprofit Hospital for Pay Discrimination Based on Sex
02/10/2015 Las Vegas Telemarketer to Pay $280,000 for Misclassifying Employees
02/06/2015 $512,290 in Unpaid Wages and Damages Against Developer for FLSA Violations
01/22/2015 FLSA Actions on the Rise
01/14/2015 California Supreme Court Rules Security Guards Must Be Paid for On-Call and Sleep Time
01/13/2015 $5.85 Million Settlement in Wage and Hour Case Concerning Interns
01/08/2015 First Federal Contractors -- Now Almost Half of States Raise the Minimum Wage in 2015
01/07/2015 Federal Court Strikes Down New DOL Rules Extending Overtime and Minimum Wage to Home Care Workers
12/30/2014 $4.5 Milllion Recovered for More than 5,300 Pennsylvania and West Virginia Oil and Gas Workers for Unpaid Overtime
12/19/2014 $637,048 in Back Wages and Penalties for Minimum Wage, Overtime, and Classification Violations
12/15/2014 Supreme Court Issues Unanimous Decision in No Overtime Pay for After-Work Security Check
12/11/2014 Mexican Restaurant Chain to Pay $230,000 in Back Wages and Damages for FLSA Violations
12/10/2014 $4,498,547 in Back Wages for Wage and Hour Violations in the Natural Gas Extraction Industry
12/01/2014 Company Pays $300,000 for Violations of Section 14(c ) of the FLSA
11/28/2014 Federal Contractor to Pay $2,904,000 in Back Wages for Wage Hour Violations on Federally Funded Projects
11/25/2014 $280,786 in Wages and Damages for Misclassification of Employees
11/21/2014 Department of Labor's Wage and Hour Division Recovered Back Wages and Assessed Penalties for Violations of Various Labor Laws by Agricultural Industry in Florida
11/14/2014 Residential Care Facilities to Pay $44,669 in Back Wages and Liquidated Damages for Minimum Wage and Overtime Violations
10/31/2014 $222,610 in Back Wages and Damages to be Paid to Workers for Wage and Hour Violations by Carpentry Contractor
10/27/2014 Silicon Valley Technology Employer Paid Back Wages for FLSA Violations
10/24/2014 Construction Services Federal Subcontractor Paid Almost $2 Million in Back Wages for Prevailing Wages Violations
10/21/2014 $244,905 in Back Wages and Damages for Overtime and Recordkeeping Violations
10/09/2014 DOL Issues Final Rule to Implement Executive Order 13658
09/25/2014 Federal Forestry Contractors to Pay More Than $541,000 for Underpaying Employees
09/17/2014 Shell Oil and Motiva Enterprises Have Agreed to Pay $4,470,764 in Back Wages for Overtime Wages
09/09/2014 Landscaping Company Violated H-2B Program and Must Pay $300,000 in Back Wages and Penalties
08/29/2014 Warehouse Service Provider to Pay Overtime Back Wages for Overtime Pay Violations
08/25/2014 $185,270 in Back Wages and Damages for Overtime and Record-Keeping Violations
08/22/2014 $8 Million in Back Wages and Fringe Benefits Paid by Prison Subcontractor for Violation of Wage and Hour Laws
08/07/2014 LinkedIn Paid Back Overtime Wages and Damages for FLSA Violations
08/04/2014 President Signs Executive Order Directed at Federal Contractors and Their Employees
07/30/2014 NLRB Rules McDonald's Can Be Treated as Joint Employer With Franchisees
07/14/2014 Limousine Company to Pay $500,000 in Back Wages and Damages for Overtime Pay Violations
07/11/2014 $1,660,438 in Back Wages for FLSA Violations Against Temporary Workers
07/08/2014 More Than $1 Million to be Paid in Back Wages, Interest and Penalties for FLSA Violations by Restaurant Chain
06/27/2014 Restaurant to Pay $800,000 in Back Wages and Damages for Creating an Illegal Tip Pooling Arrangement
06/25/2014 Recordkeeping Requirements Under the FLSA Revisited
06/20/2014 West Virginia Business to Pay $381,000 in Back WAges for Wage and Hour Violations
06/19/2014 Schneider Logistics and Walmart Settle as Joint Employers in Wage and Hour Violations Lawsuit for $21 Million
06/18/2014 NLRB Finds Employees Outburst Against Employer to Be Protected Activity
06/17/2014 Housing Authority to Pay $425,000 in Overtime Back Wages for Violating Wage and Hour Provisions
06/11/2014 Lowe's to Pay Up to $6.5 Million to Settle Misclassification Lawsuit
06/10/2014 Contractors Involved in Construction Project in New York City to Pay $4.9 Million in Back Wages for Numerous Violations
06/09/2014 Company Paid $619,830 in Back Wages for Failing to Pay Employees for Mandatory Meetings
06/05/2014 $2.4 Million in Relief to Employees for National Origin and Race Discrimination by Four Hawaii Farms
05/28/2014 Construction Contractor to Pay $656,646 and to be Debarred for Three Years from Federal Contracts for Failure to Pay Required Prevailing Wage Rate and Other Violations
05/20/2014 Drywall Company Will Pay $600,000 in Back Wages, Damages and Penalties for Violations of the FLSA
05/16/2014 Ship Repair Contractor Repays $720,000 in Back Wages to Workers for Violations of Walsh-Healey Public Contracts Act
05/09/2014 Hibachi Buffet Inc. to Pay $117,152 in Backpay for Violations of FLSA
04/21/2014 $1,808,245 in Back Wages and Penalties for Violations of Wage and Record-Keeping Laws
04/18/2014 Farm to Pay $460,000 in Back Wages and Penalties for Violation of the FLSA and MSPA
04/15/2014 Wage and Hour Division Posts Official Blog Entry About Paid vs. Unpaid Internships
04/11/2014 $258,524 in Back Pay and Penalties for Violations of the FLSA and Federal Child Labor Regulations
04/10/2014 President Obama Signs Two Executive Orders on Pay Discrimination
04/03/2014 $277,565 in Back Wages for Overtime and Record-Keeping Violations by Janitorial Service Subcontractor
03/12/2014 $1,197,777 in Back Wages and Penalties for Violations of FLSA
03/03/2014 $108,796 in Back Wages and Liquidated Damages to be Paid by Aspen Skiing Co. for FLSA Violations
02/21/2014 $6,842,412 in Back Wages for Violations of FLSA
02/17/2014 President Obama Issues Executive Order Establishing a MInimum Wage for Federal Contractors
02/13/2014 $250,859 in Back Wages to Be Paid to Student Workers with Disabilities for Violation of Minimum Wage Law
02/03/2014 Supreme Court Rules on Meaning of Changing Clothes Under the FLSA
01/31/2014 Company to Pay $248,000 in Back Wages and Penalties for Violations of FLSA and H-2B Nonimmigrant Worker Provisions
01/17/2014 EEOC and Office of Special Counsel Renew Agreement to Enforce Federal Sector Anti-Discrimination Laws
01/15/2014 Company Restores Almost $2 Million to 401(k) Plan for Underfunding
01/06/2014 Minimum Wage Raised in 13 States in 2013
12/16/2013 $395,465 in Back Wages to Misclassified Employees
12/10/2013 Fifth Circuit Overturns NLRB Decision in Case of Class Action Waiver
12/05/2013 National Labor Relations Board Office of the General Counsel Investigated Merits of Charges Against Wal Mart
11/26/2013 Two Ukiah California Restaurants Have Been Fined Over $1.9 Million Dollars for Wage Violations
11/15/2013 Over $171,000 in Back Wages and Liquidated Damages for Overtime and Record-Keeping Violations by T-Shirt Screen Printer
10/25/2013 $925,000 in Back Wages and Liquidated Damages to be Paid by Fur and Hide Supplier for Violations of the FLSA
09/23/2013 $329,000 Judgment Against Greek Restaurant for FLSA Violations
09/20/2013 More Than $4 Million to be Paid in Back Wages by Hospital for Overtime and Record-Keeping Violations
09/18/2013 Minimum Wage and Overtime Protections Extended to Direct Care Workers
09/09/2013 $242,563 Paid in Back Wages for Overtime and Record-Keeping Violations by Lighting and Electrical Services Company
09/05/2013 $544,715 in Back Wages and Liquidated Damages Paid by San Francisco Giants for Violations of FLSA
08/30/2013 $1,474,266 in Back Wages and Liquidated Damages Owed to Misclassified Cable Installers
08/29/2013 Sixth Circuit Rules that Volunteer Firefighters Considered Employees for Purposes of FMLA
08/26/2013 What to Remember When Setting Up Internship Programs
08/23/2013 $124,638 in Back Wages for Overtime Violations by Electrical Contractor
08/22/2013 Ohio Company Debarred from Participating in H-2B Visa Program and Agrees to Pay over $268,000 in Back Wages for Wage and Hour Violations
08/20/2013 Federal Contractor Paid $106,897 in Back Wages for Violations of Wage and Hour Laws
08/09/2013 $124,239 in Back Wages Paid to Employees of Protective Equipment Company for FLSA Violations
08/08/2013 $3.5 Million Settlement In Class Action Law Suit About Nurses' Meal Periods
08/05/2013 Over $128,500 in Penalties for Grocery Stores in Iowa and Nebraska for Child Labor Violations
08/01/2013 $595,737 in Back Wages for FLSA Violations by Geological Services Company
07/22/2013 $106,573 in Back Wages for Violations of FLSA by Restaurant
07/08/2013 Over $78,000 in Back Wages and Penalties for FLSA Violations By Furniture Making Companies
06/28/2013 $150,261 in Back Wages Paid by Food Packaging Facility for FLSA Violations
06/24/2013 $205,380 in Back Wages and Liquidated Damages for Overtime and Record-Keeping Violations By Boston Restaurants
06/19/2013 $54,721 in Back Pay and Penalties to be Paid by Ohio Restaurant for an Illegal Tip Pool
06/18/2013 Rhode Island Company Violated FLSA Provisions Related to Employees with Disabilities
06/14/2013 $176,000 in Back Wages for Misclassification of Employees as Independent Contractors
06/13/2013 Overtime Back Wages of $75,020 for FLSA Violations
06/11/2013 Department of Labor Finds Widespread FLSA Violations by Oregon Restaurants
06/07/2013 $687,469 in Overtime Back Wages for Misclassified Workers
05/29/2013 $157,362 in Back Wages to be Paid by Towing and Transport Company for FLSA Violations
05/24/2013 $107,476 in Back Wages to be Paid by Glass Company for Overtime and Record Keeping Violations
05/17/2013 $498,604 in Back Wages and Liquidated Damages Paid By Company Which Violated FLSA
05/13/2013 $1,075,000 in Back Wages and Liquidated Damages for Overtime and Time-Keeping Records Violations in Case of Misclassification of Employees
05/07/2013 $1,916,850 in Overtime Back Wages to be Paid by Labor Services Company for Compensation Violations
05/03/2013 Joint Investigation Between New York State Department of Labor and Department of Labor Yields Guilty Plea in Underpayment of Wages
04/26/2013 $173,863 in Overtime Back Wages for Violations of the FLSA Overtime and Record-Keeping Provisions
04/24/2013 Supreme Court Issues Opinion Which May Help Employers Defeat FLSA Collective Action Lawsuits
04/19/2013 $175,602 in Back Wages for Wage and Hour Violations by Contractor Partially Financed by Department of Energy
04/15/2013 $35,037,586 in Back Wages to be Paid to Workers by Puerto Rico for FLSA Violations
04/12/2013 $137,705 in Back Wages for Violations of Wage and Hour Laws
04/05/2013 $315,767 in Back Wages, Liquidated Damages, and Penalties for FLSA Violations by Sprout Grower
04/04/2013 $65,705 in Back Wages for FLSA Violations of Minimum Wage, Overtime, Record-Keeping, and Classification of Exempt Employees
03/22/2013 DOL Wage and Hour Division Conducts Enforcement Initiative in Florida Full Service Restaurants and Collects $500,000 in Back Wages, Liquidated Damages and Civil Penalties
03/13/2013 $226,111 in Back Wages and Liquidated Damages Paid by Government Contractor which Violated FLSA and Misclassified Employees
03/11/2013 Over $3 Million in Back Wages, Liquidated Damages and Penalties Owed by Gas Station Owner for FLSA Violations
03/07/2013 $78,182 in Back Wages and Liquidated Damages for Wage and Hour Violations by Landscaping Company
03/06/2013 $260,000 in Back Wages and Liquidated Damages to be Paid by Home Furnishings Business for Wage and Hour Violations
03/05/2013 $262,000 in Back Wages and Penalties to be Paid by Mexican Supermarkets and Restaurants for FLSA Violations
03/01/2013 Arkansas' Child Care Industry to Pay Approximately $590,000 for Violations of the Fair Labor Standards Act
02/22/2013 $216,960 in Back Wages for Overtime Pay Violations by Automobile Tire Sales and Installation Stores
02/19/2013 $145,636 in Back Wages for Violations of Fair Labor Standards Act by Restaurant
02/18/2013 $424,000 in Back Wages and Liquidated Damages to be Paid by Boston Restaurants for Violations of the Fair Labor Standards Act
02/13/2013 Directory Assistance Company Ordered to Pay $1.3 Million in Back Wages for Misclassifying Employees as Independent Contractors
02/11/2013 $70,004 in Back Wages, Liquidated Damages and Penalties for Violations of the Fair Labor Standards Act by Manufacturer of Clean Energy Power Generating Systems
02/08/2013 $199,443 in Back Wages for FLSA Overtime and Record-Keeping Violation by Pharmaceutical Manufacture of Eye Care Products
02/04/2013 $97,762 to be Paid in Back Wages by Sportswear Company for Overtime and Record-keeping Violations
01/29/2013 Department of Labor's Wage and Hour Division Has Recovered About $2.1 Million in Back Wages in Its Initiative with Residential Care Industry in North Carolina
01/25/2013 $758,465 in Back Wages Paid by Golf Clubs for Fair Labor Standard Act Violations
01/23/2013 $150,085 in Back Wages and Liquidated Damages for Violations of Overtime and Record-Keeping Provisions
01/17/2013 $229,475 in Back Wages in Minimum Wage and Overtime Pay Violations By Car Wash and Detailing Service
01/16/2013 NLRB Requires Employers to Pay Excess Taxes in Backpay Awards
01/11/2013 $261,899 to be Paid by Government Contractor for Miscalculating Vacation Pay
01/04/2013 $1,0875,752 in Back Wages, Interest and Liquidated Damages Paid to Employees of Restaurants in New York for Minimum Wage, Overtime, and Record-Keeping Violations
01/03/2013 $122,335 in Back Wages and Penalties Paid by Printing Company for Overtime, Misclassification and Time Keeping Violations
01/02/2013 $121,758 in Back Wages and Penalties for Overtime Pay Violations
12/26/2012 $187,165 in Back Wages in Misclassification of Employees by Groundwater Sampling Company
12/24/2012 $390,960 in Back Wages for FLSA Violations by Mexican Restaurants in South Carolina
12/17/2012 $326,000 in Back Wages to Garment Workers in Los Angeles Fashion District for Minimum Wage, Overtime, and Record Keeping Violations
12/12/2012 $672,333 Recovered by Labor Department Wage and Hour Division for Minimum Wage and Overtime Violations in the Restaurant Industry in San Francisco and Los Angeles
12/10/2012 $82,200 in Back Wages and Penalties for Violations of the Immigration and Nationality Act by Ice Cream Company
11/28/2012 $1,009,643.93 in Overtime Back Wages to Employees of First Republic Bank
11/27/2012 $244,770 in Back Wages By Bakery for Violations of Minimum Wage, Overtime and Record Keeping Provisions of the FLSA
11/20/2012 $787,548 in Back Wages for Violations of Davis-Bacon and Other Acts by a Variety of Employers
11/15/2012 $356,042 in Back Wages and OSHA Penalties Against Companies Who Hired Student Workers
11/05/2012 $231,951 in Back Wages, Liquidated Damages and Civil Money Penalties Against Owner of Farm and Produce Company for FLSA Minimum Wage, Overtime and Record-Keeping Violations
11/02/2012 $110,369 in Back Wages for Fair Labor Standard Act's Violations by Restaurant Company
10/30/2012 Eighth Circuit Rules in FLSA Overtime Case
10/26/2012 $371,675 in Back Wages Paid by Domino's Pizza for Overtime, Minimum Wage and Record-Keeping Violations
10/24/2012 $103,987 in Back Wages for FMLA and FLSA's Overtime Pay Violations
10/19/2012 $106,818 in Back Wages for Minimum Wage and Overtime Pay Violations by Landscape Services Company
10/16/2012 $485,913 in Back Wages to be Paid by Mexican Restaurants for Overtime, Minimum Wage and Record-Keeping Violations
10/09/2012 $37,394 in Back Wages for Overtime Pay and Record Keeping Violations
10/08/2012 $115,056 in Back Wages to be Paid by Akal Security for Overtime Compensation Violations Against its K-9 Handlers
09/21/2012 $204,329 in Back Wages for FLSA Violations
09/14/2012 $675,000 in Back Wages and Liquidated Damages for Violations of Fair Labor Standards Act by Boston Restaurant Owner
09/11/2012 $240,447 in Back Wages, Damages and Penalties Paid by Blueberry Growers for FLSA and Migrant and Seasonal Agricultural Worker Protection Act Violations
09/06/2012 $657,069 in Back Wages to be Paid by Produce Broker for Minimum Wage, Overtime and Record Keeping Violations
08/24/2012 $130,529 in Back Pay and Penalties for Overtime and Minimum Wage Violations Against Puerto Rican Restaurant
08/20/2012 $274,884 in Back Wages for Overtime and Minimum Wage Violations by Home Health Care Provider
08/16/2012 $125,763 in Back Wages Paid by Restaurant for Overtime, Minimum Wage and Record-Keeping Violations
08/10/2012 Grocery Stores Paid $226,081 in Back Wages for Minimum Wage, Overtime, and Record Keeping Violations
08/08/2012 $203,539 in Back Wages Paid By Satellite Installation Companies for Wage and Hour Violations
08/07/2012 The NLRB Invites Briefs on Issues of Tax Payments and Social Security Contributions in Back Pay Lump Sum Payments
08/02/2012 $104,374 in Back Wages to be Paid By Janitorial Services Company for Overtime and Record Keeping Violations
08/01/2012 $797,405 in Back Pay for Wage and Hour Violations by Auto Sales Group
07/25/2012 Department of Labor's Wage and Hour Division and OSHA Seek Fines and Back Wages from Company that Violated Safety Rules and Wage and Hour Provisions
07/20/2012 $75,000 in Back Wages and Liquidated Damages for Violations of Minimum Wage, Overtime and Record Keeping Violations
07/17/2012 Operator of Overnight Wilderness Therapy Program to Pay $225,413 in Back Wages for Overtime, Minimum Wage and Record-Keeping Violations
07/11/2012 $2,838,700 in Back Wages and Penalties for Underpayment to H-2A Program Employees
07/05/2012 Supreme Court Rules that Pharmaceutical Sales Representatives are Exempt From FLSA's Overtime Pay and Minimum Wage Provisions
06/21/2012 NLRB Launches Web Page About Protected Activity
06/19/2012 $68,990 in Back Wages for Overtime Violations by Mental Health Services Company
06/15/2012 $170,666 in Back Wages for Employees at Restaurant that Violated Overtime, Minimum Wage and Record-Keeping Provisions of the FLSA
06/08/2012 $246,438 in Back Wages for Minimum Wage, Overtime and Recordkeeping Violations
06/04/2012 $376,380 in Back Wages and Liquidated Damages for Overtime Violations by Truck Testing Service
06/01/2012 $485,107 in Overtime Back Wages Paid by Bio-Electric Power Plant for Misclassification of Employees
05/30/2012 $216,906 in Back Wages and Damages for Wage and Hour Violations
05/25/2012 $73,132 in Back Wages for Federal Labor Standards Act Violations
05/18/2012 $654,000 in Back Wages for Employees of Home Nursing Care Agency for Overtime Pay and Record Keeping Violations
05/07/2012 Employer Found in Contempt of Court for Failure to Pay Back Wages
05/04/2012 Over $500,000 in Back Wages and Liquidated Damages in Misclassification of Employees By Cleaning Service
05/02/2012 $5,292,257 in Back Wages and Penalties to be Paid by Wal-Mart Stores for Misclassification of Employees as Exempt from Minimum Wage and Overtime Provisions
05/01/2012 $500,000 in Back Wages and Civil Money Penalties for Misclassification of Employees and Wage and Hour Violations
04/25/2012 $70,157 in Back Wages for Uncompensated Work Breaks in Violation o the Overtime Provisions of the FLSA
04/23/2012 $73,990 in Back Wages for Overtime and Record-Keeping Violations
04/20/2012 $430,956 in Back Wages for Overtime and Record-keeping Violations Due to MIsclassification of Employees
04/17/2012 $222,602 in Back Wages for Overtime Violations
04/10/2012 $132,215 in Back Wages to be Paid By Restaurants for Overtime, Minimum Wage and Record Keeping Violations
04/06/2012 $583,977 in Back Wages and Penalties for Overtime and Recordkeeping Violations
04/04/2012 $191,182 in Back Wages for Wage and Hour Violations by Contractor of Cleanup of Gulf Coast
04/03/2012 $235,920 in Back Wages and Liquidated Damages for Wage and Hour Violations by Nail Salon and Its Owner
03/30/2012 $1,307,808 in Back Wages to Restaurant Employees in Massachusetts After Investigation by Boston District Office of Wage and Hour Division
03/27/2012 $163,996 Paid by Bar-S Foods, Inc. in Overtime Back Wages
03/20/2012 $403,900 in Back Wages and Liquidated Damages Against United Buffet for Minimum Wage, Overtime and Record-Keeping Violations
03/12/2012 $457,000 in Back Wages and Penalties to be Paid by Agricultural Employer in Wage and Hour Violation Case
03/09/2012 $483,201 in Back Wages for Overtime Pay Violations By Sullivan University System
03/02/2012 Judgment for Over $825,000 in Back Wages and Penalties Against Japanese Restaurants as a Result of Wage and Hour Violations
02/21/2012 Oklahoma Based Fracking Company Fined $68,556For Overtime Violations
02/20/2012 $526,602 in Back Wages for Minimum Wage and Overtime Violations to be Paid by Norwegian Cruise Lines
02/17/2012 $201,572 to be Paid to Employees for Overtime Violations
02/10/2012 $64,503 in Back Wages for Wage and Hour Violations by Supermarket
02/06/2012 $202,634 in Back Wages For Payroll Violations by Cogburn Health Services, Inc.
01/30/2012 $210,000 in Back Wages and Liquidated Damages for Minimum Wage and Overtime Violations by Aspen Nursing Services Inc.
01/25/2012 $158,000 In Back Wages and Penalties to be Paid by Custer State Park Resort for Wage and Hour and H-2B Visa Violations
01/06/2012 $74,413 in Back Wages Against Los Agaves Mexican Restaurant for Wage and Hour Violations
12/22/2011 $60,911 In Back Wages for FLSA Violations by Frederick, Oklahoma
12/16/2011 $82,665 in Back Wages to Restaurant Employees for Minimum Wage and Overtime Pay Violations
12/09/2011 Department of Labor Recovers Over $800,000 in Back Wages and Penalties From Central Florida Agricultural Industry
12/08/2011 Labor Department Recovered Over $2.3 Million For Wage, Overtime, and Record-Keeping Violations of Long Island Restaurants
11/30/2011 $1,014,895 Recovered in Back Wages from Gas Station Industry in New Jersey By Wage and Hour Division of Department of Labor
11/02/2011 Department of Labor Extends Comment Period for Proposed Rule on Child Labor
10/28/2011 $100,000 in Penalties Against Progressive Protein for Violations of FLSA's Child Labor Provisions
10/27/2011 $715,507 in Overtime Back Wages to be Paid by Hilton Reservations Worldwide
10/18/2011 $99,093 in Back Wages for Improper Calculation of Overtime Pay
10/17/2011 $244,341 in Back Wages Who Were Not Paid Appropriate Overtime Wages
10/03/2011 $328,205 in Back Wages and Damages in Lawsuit Against Cheddar's Casual Cafe Inc.
09/26/2011 $531,000 In Back Wages and Damages in Wage and Hour Case
09/14/2011 $70,701 in Back Wages for Misclassifying Employees as Independent Contractors
09/09/2011 $104,089 in Back Wages to Employees of Barbecue and Seafood Restaurant Chain
08/26/2011 $934,425 in Back Wages and Damages for Violations of the Fair Labor Standard Act
08/23/2011 $145,000 in Back Wages to Workers in Japanese Restaurant Group
08/19/2011 $51,000 in Back Wages and Penalties Ordered Against Red Lobster in Lubbock, Texas
08/11/2011 $83,000 in Back Overtime Wages for Credit Union Employees
07/27/2011 $830,000 in Overtime Backwages by Pipeline Transportation and Energy Storage Company
07/21/2011 $105,000 in Overtime Back Wages Recovered for Hurricane Cleanup Workers
07/08/2011 $4.2 Million in Back Wages for Violations of H-1B Temporary Foreign Worker Program
07/07/2011 $1,520,705 in Overtime Back Wages to be Paid By Farmers Insurance Inc.
06/30/2011 $137,788 to be Paid to Employees for Back Wages of Unpaid Overtime
06/30/2011 $80,554 in Back Wages to be Paid to Employees of Pizzeria for Overtime Pay and Record-Keeping Violations
06/27/2011 $90,480 in Back Wages for Failure to Correctly Pay Tipped Employees
06/20/2011 $1.3 million in Back Wages and Fringe Benefits for Employees of Construction Company
06/01/2011 $1,149,702 in Back Wages and Damages to be Paid By Mexican Restaurants in Decatur Illinois for Willful violations of the FLSA
05/26/2011 Wage and Hour Division Issues Revised FLSA Regulations With Amendments Relating to "Tipped Employees" and Overtime Regulations
05/25/2011 $193,000 in Back Wages to Be Paid By Natural Stone Quarry for Failure to Pay Overtime
05/25/2011 $54,000 to be Paid in Back Wages by Tampa Restaurant
05/24/2011 $146,000 in Back Wages to 140 Workers With Disabilities for Failure to Pay Special Minimum Wage Rates
05/23/2011 $245,500 in Back Wages to Twelve Restaurant Workers for Failure to Pay Minimum Wage and Overtime Compensation
05/20/2011 $114,000 in Back Wages to Employees of Kentucky Restaurant Group
05/11/2011 $2.9 Million in Back Wages to Contract Employees of Stanley Associates and Several Subcontractors
05/10/2011 $1.76 Million Judgment Against Henry's Turkey Service for Back Wages and Liquidated Damages for Violating Minimum Wage and Overtime Provisions
05/09/2011 $100,000 in Back Pay For 33 Communications Workers Paid By Joint Employer When Other Employer Bankrupt
05/05/2011 $181,000 in Overtime Back Wages to be Paid to Pizzeria Employees
04/26/2011 $95,000 in Back Wages for Violations of Minimum Wage, Overtime and Record Keeping Provisions Against Los Angeles Restaurants
04/22/2011 $162,000 in Back Wages to be Paid by Thai Restaurant Owner in Los Angeles
04/21/2011 $18,792 Recovered in Back Wages for Workers at Sunrise Hospitality Hotels
04/20/2011 $55,800 in Back Wages and Penalties for Underpayment to Restaurant Workers in Texas
04/19/2011 $57,750 Fine For Employment of a Minor in a Prohibited Hazardous Occupation Resulting in his Death
04/18/2011 Seattle-Based Federal Contractor Debarred for Violating Minimum Wage, Overtime and Record-Keeping Laws
04/13/2011 $610,000 Judgment for Failure to Pay Minimum Wage and Overtime to Employees Against Long Island Catering Hall, Restaurant, and Company's Officers
04/07/2011 Arizona Company Agrees to Pay $750,000 in Overtime Back Wages
04/01/2011 Supreme Court Rules An Oral Complaint About Time-Keeping Practices is Protected Activity and Supports Retaliation Claim
03/31/2011 $1,011,413 to be Paid by Levi Strauss in Overtime and Back Wages
03/16/2011 $792,000 in Back Wages Recovered from New York Contractor
03/15/2011 Another Large FLSA Settlement: $754,578
03/09/2011 $219,000 in Back Wages and Damages for Employees Who Were Treated as Independent Contractors
03/08/2011 Failure to Pay Wages May Lead to Debarment of Federal Contractor
03/04/2011 $277,000 in Fines Against Movie Theaters for Child Labor Violations
03/01/2011 $780,000 in Back Wages and Penalties in FLSA Case from Long Island Pizzeria
02/10/2011 $934,000 Recovered in Unpaid Back Wages from Connecticut Employer
01/24/2011 $420,000 in Back Wages from Super China Buffet
01/19/2011 $1 Million in Overtime Wages for Employees of Army Contractor
01/14/2011 DOL Recovers Over $1 Million in Overtime Wages from Army Contractor
01/13/2011 $1.3 Million in Back Wages from TSA Contractor
12/31/2010 $1.5 Million Consent Judgment Against Cemex in Overtime Back Wages
12/16/2010 $339,000 in Back Wages from New York Electrical Contractor
11/30/2010 Wage and Hour Division Assesses Georgia Agricultural Employer $1.3 Million in Back Wages and $136,500 in Penalties
10/13/2010 $485,000 in Damages in Failure to Pay Overtime and Minimum Wage Case
08/26/2010 DOL Recovers More than $433,000 in Back Wages for Walt Disney World Employees
08/24/2010 DOL Obtains Nearly $1 Million in Back Wages and Interest for 135 H-1B Workers of Smartsoft International
08/06/2010 DOL Debars Asian Journal Publications from H-1B Visa Program; Employer Agrees to Pay $473,218 in Back Wages and $40,000 Penalty
08/03/2010 Updated Version of the Child Labor Rules Advisor ersion of the Child Labor Rules Advisor
07/29/2010 $1.3 Million in Back Wages for 187 Employees of GeoPharma in Largo, Fl in FLSA Case
06/18/2010 $4.2 Million in Back Wages for 603 Oregon Workers
06/11/2010 Tyson Foods agrees to nationwide injunction requiring poultry workers be paid for time spent putting on and taking off protective items, sanitization and between tasks; employees also to receive $500,000 in overtime back wages
05/26/2010 Salt Lake City-based Teleperformance USA Pays Almost $2 Million in Back Overtime Wages
04/27/2010 $4 Million in Back Wages for Gas Station Employees in New Jersey
04/16/2010 New Policy on Wage and Hour Administrator Interpretations Instead of Opinion Letters
03/31/2010 Patient Protection and Affordable Care Act Requires Employers to Provide Breaks for Breastfeeding
03/18/2010 New Federal Employment Poster
02/24/2010 DOL Seeks Nearly $1.9 Million in Back Wages and Penalties from Newark, NJ, Computer Consulting Company
02/22/2010 DOL Seeks $1.9 Million in Back Wages from Computer Consulting Firm and Debarment
02/16/2010 $1 Million in Overtime for 154 Hurricane Katrina Workers
02/01/2010 Over $1 Million in Overtime Back Wages for 798 Workers at Pilgrim's Pride
01/15/2010 DOL to Recover $1.8 Million in Back Wages for 500 Employees of Trucking Company and Debars Them for Three Years from Government Contracts
12/02/2009 Restaurant Operators Ordered to Pay More than $2 Million in Back Wages and Damages in FLSA Case
10/15/2009 $1.4 Million in Back Wages for 237 Contract Employees of USCIS Vermont Service Center
08/19/2009 Child and Migrant Labor Violations in North Carolina
07/30/2009 QuikTrip Agrees to Pay Nearly $750,000 in Back Pay to 3,819 Workers in 9 States
07/28/2009 $2.7 Million in Overtime Back Wages to 700 Employees
07/24/2009 Federal Minimum Wage Increases to $7.25 on July 24
07/01/2009 NYC Car Washes to Pay $3.4 Million in Back Wages and Damages
04/21/2009 Southland Cleaning Service Ordered to Pay $3.5 Million in Back Wages
04/08/2009 DOL Recovers Over $1.6 Million in Overtime for Employees from IFCO Systems
02/26/2009 Overtime Suit Under FLSA by Undocumented Workers in Miami
01/20/2009 $2 Million Settlement in Overtime Case
09/26/2008 DOL Takes Legal Action Against Houston-Based CEMEX to Secure More than $5 Million in Overtime Wages
08/22/2008 FLSA Safe Harbor Policy
02/15/2008 Second Circuit Rules Company Policy Restricting Overtime Did Not Overrule Compensation Obligations Under FLSA
11/30/2007 Staples Agrees to Pay $38 Million to Settle Asst. Manager Overtime Class Action
10/09/2007 Suit Against Houston-based Grocery Chain to Recover More than $2 Million Dollars in Overtime Back Wages -- $260,000 in Civil Penalties Assessed
06/19/2007 Supreme Court Rules Home Health Aides Not Eligible for Overtime
05/09/2007 New Overtime Calculator Tool Helps Employers Calculate Overtime Pay
04/06/2007 Gas Station/Convenience Store Chain Agrees to Pay $1 Million to Settle Minimum Wage/Overtime Lawsuit
02/19/2007 Houston Tree Service Pays $1.8 million in Overtime Back Pay to 2,501 Employees following Department of Labor Investigation
01/30/2007 Wal-Mart Workers to Receive More Than $33 Million in Back Wages for Overtime Pay
01/04/2007 DOL Issues Opinion Letter on Certain "Registered Representatives" in the Securities Industry Concerning Administrative Exemption from Overtime
12/20/2006 U.S. Labor Department Sues Rife Industrial Marine to Recover Nearly $2 Million in Overtime Back Wages
12/07/2006 IBM Settles Overtime Claims for $65 Million
06/13/2006 Smith Barney Agrees to Pay $98 Million to Settle Overtime Pay Claims
04/11/2006 U. S. Labor Department Recovers Over $48,000 in Back Overtime Wages for 33 Workers Overseeing Hurricane Katrina Debris Clean-up
02/09/2006 Careerbuilder.com Pays Over $500,000 to Resolve Alleged Overtime Violations of Federal Wage Law
01/11/2006 DOL Issues Opinion Letter on FLSA Exemption of Paralegals as Bona Fide Administrative or Professional Employee
08/24/2005 Brokerage Firm Settles FLSA Collective Action for Up to $37 Million
08/02/2005 Caribou Coffee Company, Inc. Sued By Former Managers For Wage and Overtime Violations in Nationwide Class Action
03/16/2005 U.S. Department of Labor Recovers More Than $830,000 in Overtime Back Wages for 100 Employees in Hicksville, N.Y.
02/15/2005 Tenth Circuit Rules Full-Time Wal-Mart Pharmacists Did Not Prove They Deserved Overtime
10/01/2004 New Overtime Security Rule Strengthens and Protects Workers'; Rights and Wages
08/13/2004 Second Circuit Rules Overtime Exemption Does Not Apply To Home Healthcare Workers
07/16/2004 Service Advisor for Dealership Exempt from FLSA Overtime Rules
06/23/2004 FairPay Web Site Helps Employers with New FLSA Rules
06/21/2004 New FLSA Rules Effective August 23
11/01/2003 Employer Can Compel Arbitration of Wage Claims Even Though Agreement Is Inconsistent with FLSA
 

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