Employee Protections Under Fair Labor Standards Act FLSA

As per Taxlawsinusa, The Fair Labor Standards Act (FLSA) provides several protections for employees, including:

Wage and Hour Protections

1. Minimum Wage: Employers must pay employees at least the federal minimum wage of $7.25 per hour.
2. Overtime Pay: Non-exempt employees must receive overtime pay of at least 1.5 times their regular rate for hours worked over 40 in a workweek.
3. Equal Pay: Employees must receive equal pay for equal work, regardless of sex, race, or national origin.

Child Labor Protections

1. Age Restrictions: The FLSA sets age restrictions for employment, including:
1. Under 14: Prohibited from most non-agricultural work.
2. 14-15: Limited to non-manufacturing, non-hazardous work outside school hours.
3. 16-17: Limited to non-hazardous work.
2. Hours Restrictions: The FLSA limits the hours that minors can work, including:
1. Under 16: Limited to 3 hours on a school day, 18 hours in a school week, and 8 hours on a non-school day.
2. 16-17: Limited to 4 hours on a school day, 20 hours in a school week, and 9 hours on a non-school day.

Record-Keeping Requirements

1. Payroll Records: Employers must keep accurate payroll records, including hours worked, wages paid, and overtime.
2. Employee Information: Employers must keep accurate records of employee information, including name, address, date of birth, and Social Security number.

Anti-Retaliation Protections

1. Whistleblower Protection: Employees who report FLSA violations or participate in an investigation are protected from retaliation.
2. Complaint Filing: Employees who file a complaint with the Department of Labor (DOL) are protected from retaliation.

Enforcement and Remedies

1. DOL Enforcement: The DOL is responsible for enforcing the FLSA and investigating complaints.
2. Back Pay: Employees who are owed back pay can file a complaint with the DOL or file a private lawsuit.
3. Liquidated Damages: Employees who are owed overtime pay may be entitled to liquidated damages, which can be up to double the amount of unpaid overtime.

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