"Honest Wages for an Honest Day's work!"
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"A fair day's wage for a fair day's work: it is as just a demand as governed men ever made of governing.
It is the everlasting right of man." Thomas Carlyle, Scottish Author and Philosopher
"If a man or a woman puts in an honest day's work, they should be able to earn a living wage." Richard J. Codey, Politician
"It is but equity...that they who feed, clothe and lodge the whole body of the people, should have such a share of the produce of
their own labor as to be themselves tolerably well fed, clothed and lodged." Adam Smith, The Wealth of Nations, 1776
"Wages are determined by the bitter struggle between capitalist and worker." Karl Marx, German political and economic philosopher
“Honest Wages for an Honest Day’s Work!”
The primary purpose of this section is to help employees better understand what part of their workday and activities constitute under the (“FLSA” or Act) i.e., getting paid â€śHonest Wages for an Honest Dayâ€™s Work!â€ť.
All employees covered under the FLSA must be paid a minimum wage for all . Determining exactly what constitutes is essential in determining an employee’s compensation and an employer’s compliance with both minimum wage and overtime requirements of the Act.
Specifically, the FLSA requires that all be paid at least the minimum wage for all â€śhours workedâ€ť. The FLSA also provides that covered, employees who work more than 40 hours in the must receive at least one and one-half times their for their overtime hours (hours worked over 40 in a workweek). The amount of pay owed to you, as an employee, cannot be determined without knowing the total number of hours actually worked by you during each workweek.
Also, the FLSA requires employers to keep records on wages and all hours worked by employees. In recording working time under the FLSA, infrequent and insignificant periods of time beyond the scheduled working hours, which cannot as a practical matter be precisely recorded for payroll purposes, may be disregarded. This rule applies only when accounting for a few seconds or minutes in time and where the employerâ€™s failure to count such time is justified by industrial realities. However, an employer may not arbitrarily fail to count any part, however small, of working time that can be practically determined.
In determining, under the FLSA, whether an employer is liable to an employee for time allegedly worked, the nature of the employeeâ€™s work-related activity must be closely examined. Specifically, the FLSA addresses whether an employeeâ€™s â€śhours workedâ€ť is compensable under the following workplace scenarios:
â€śPre-and-Postâ€ť clock Job related Employee Work Activities
Employee â€śMeal Periodsâ€ť and â€śRest Breaksâ€ť
Employee â€śWaiting Timeâ€ť
Holidays, Vacations, and Sick Time
Employee Training Programs, Lectures and Meetings
Employee â€śTravel Timeâ€ť
Employee â€śSleeping Timeâ€ť at work
Employee â€śSplit Shiftsâ€ť and â€śLayover Timeâ€ť
â€śUnauthorized Workâ€ť by Employee
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Pre-and-Post clock Job related Activities
Preliminary or postliminary work-related job activities compensable “by contract, custom or practice” are considered working time covered by the . Similarly, job- related activities required as a part of an employee’s work are covered, even if they are performed before or after the employee’s specified work schedule.
For example, pre-job activities such as filling out time, material or requisition sheets, checking job locations, removing trash, fueling cars and picking up plans are compensable work if done at the employer’s behest and for the employer’s benefit. Because donning (putting-on) and doffing (taking-off) protective work gear that is “integral and indispensable” to an employee’s work is a , the continuous workday rule mandates that the time spent walking to and from a work station after donning and before doffing protective gear, as well as the time spent waiting to doff, also are working time under the FLSA.
In general, all hours worked within the employee’s regular working hours are compensable if they are for the employer’s benefit. However, specifically, whether pre- and post job-related work activities are compensable depends on the specific circumstances of a particular situation and whether such activities are “integral and indispensable” to an employee’s .
Note: time you spend in the following activities would not be even though it might be time spent on your employer’s premises or another assigned place of duty: walking, riding, or traveling to and from the actual place where you perform the principal activities which you are employed to perform would not be hours worked.
For example, if you travel to a parking area and complete the trip to the work site in a company bus, the time spent traveling to the parking area and riding on the bus to the work site is not hours worked. Activities which occur either prior to or after the time that you end your principal activities on any workday would not be hours worked.
For example, showering at the beginning or end of each workday, for your own benefit and convenience and is not directly related to your , would be considered preliminary or postliminary activity and would not be hours worked. This is the case whether you are on or off your employer’s premises or before or after you have checked in or out unless there is an employer/employee contract and/or customs or practices that state to the contrary.
Meal Period and Rest Break
The does not require your employer to provide meal periods or rest breaks for its employees. However, some states do have laws requiring employers to provide rest breaks and/or meal periods for its employees. Such state requirements will prevail over the silence of the FLSA on this subject. In those situations where an employee is subject to both the FLSA and state labor laws, the employee is entitled to the most beneficial provisions of each law.
Additionally, regardless of Federal and state wage laws, many employers do provide breaks and/or meal periods for their employees. Employers commonly provide short breaks for employees anywhere from 5 to 20 minutes. As a general rule of thumb, rest breaks are considered , while meal periods are generally not considered hours worked (For more informaion on this subject, see your “State” laws found under the “Are You Covered” section located on the upper right-side of this webpage).
â€śRest periodsâ€ť of short duration, usually 20 minutes or less, are common in certain industries and are customarily paid for as working time. These short periods must be counted as . The compensability of rest periods longer than 20 minutes generally depends upon an employee’s freedom from job duties during the breaks.
Be aware that an unauthorized extensions of an employeeâ€™s authorized work breaks need not be counted by your employer as hours worked when your employer has expressly and unambiguously communicated to you that the authorized break may only last for a specific length of time and that any extension of the break is contrary to your employer’s rules, and will be punished.
Typically, meal periods of 30 minutes or more generally need not be compensated as work time by your employer, unless—Your employer fails to completely â€śrelieveâ€ť you from work duties for purposes of you eating your meals and you are prevented by your employer from leaving your post (i.e., area of work). Employees are not considered â€śrelievedâ€ť if they are required to perform any work-related duties while eating.
All work that is performed by an employee voluntarily during meal periods must be counted as compensable working time if the employer knows or has reason to believe that work is being performed.
Generally, the requires compensation for all time during which employees are required to wait while on duty or performing their during work. Generally, if the waiting time “belongs to and is controlled by the employer,” then the employee is “engaged to wait,” and the waiting time is an integral part of the job and therefore compensable. On the other hand, if the employee uses the waiting time for the employeeâ€™s own purposes, then the employee is â€śwaiting to be engagedâ€ť and such time is not compensable.
Whether waiting time is compensable depends on the particular factual circumstances. Generally, the FLSA requires compensation for all time during which employees are required to wait while on duty or performing their . 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.”
Off Duty Waiting Time/Layover Time
Off duty waiting time (or layover time) is a period during which an employee is “waiting to be engaged” and it usually does not constitute . Off duty waiting time is not hours worked if:
- the employee is completely relieved from duty;
- the off-duty periods are long enough to enable the employee to use the time effectively for his/her own purposes;
- the employee is told in advance that the employee may leave the job; and
- is advised of the time that the employee is required to return to work.
On-call time is time spent by employees, usually off the working premises, in their own pursuits where the employee must remain available to be called back in to work on short notice if the need arises. The requires employers to compensate their workers for on-call time when such time is spent “predominantly for the employer’s benefit.”
If you are required to remain â€śon callâ€ť while on your employer’s premises you are considered working while on call. Generally, if you are required to remain on call at home, or are allowed to leave a message where you can be reached, you are not considered to be working (in most cases) while on call. Nonetheless, constraints and limitations on your movement and freedom during periods of on-call time could cause such time to be compensable by your employer.
Workers required to stand by their posts ready for duty (whether during lunch, during machinery breakdowns or during other temporary work shut-downs) must be paid for this time. Such periods are usually of short duration and their occurrence is not predictable. Because the employee is controlled by the employer during these periods and is not able to use the time for his or her own personal purposes, this time is considered work time under the . This rule also applies to employees who work away from their employer’s place of business if the employee is controlled by the employer during these periods and is not able to use the time for his or her own personal purposes.
Off-duty time is periods of time in which the employee is completely relieved of duty and which are long enough to enable the employee to use the time for the employeeâ€™s own purposes. If an employee is told in advance that they may leave the job and that the work will not commence until a specified time period, then that employee is off duty. Also, an employee who is not required to remain on company premises but is required to leave word at his home or with company officials where he can be reached is not on call.
Show-up Time/Reporting Time
Sometimes when you arrive for work, at the time your employer directed you to be there, you are sent home before you perform any work. The does not require your employer to consider any of this time as or to give you show- up pay. However, some employers and employees have informal or contractual agreements (Collective Bargaining Agreements) which require a set number of hours be considered hours worked. Some states also have such a requirement.
However, if an employee is required to wait 10 to 15 minutes before being advised that no work is available, this waiting time is compensable. In such an instance, the employee is “engaged to wait” rather than “waiting to be engaged”.
Holidays, Vacations, and Sick Time
The does not require employers to give their employees time off for holidays, vacations, or sick leave (either with or without pay). If your employer allows you to take time off for a holiday, a vacation, or because you are sick, the time off, even though you are paid for the time, is not and your employer need not paid you for such time nor include such time in your â€śtotal hours workedâ€ť for overtime purposes.
Your employer is not required to treat any hours you worked on a holiday as double time. The time worked on a holiday is considered â€śhours workedâ€ť just like any other day of the week. Whether or not holidays, vacations or sick time must be granted to you in your particular state is determined under the laws of your state.
Training Programs, Lectures and Meetings
Employee training, lecture or meeting activities are counted as compensable working time, unless the following four criteria are met by your employer:
- attendance must occur outside the employee’s regular work hours;
- attendance must be voluntary;
- the employee must do no productive work while attending; and
- the program, lecture or meeting should not be directly related to the employee’s job.
An activity or meeting is directly related to your job if it aids you in handling your present job better, rather than teaching you another job or a new job skill. However, if an employer establishes “for the benefit of his employees a program of instruction which corresponds to courses offered by bona fide institutions of learning”, an employee who attends such a course outside his or her work hours will not be considered to be working during that time, “even if [the courses] are directly related to his job, or paid for by the employer.”
Time Spent Studying or Doing Homework
Time spent doing homework or studying for training generally is regarded as compensable.
Some travel time is specifically excluded from compensable time, such as, all time that is spent “walking, riding or traveling to and from the actual place of performance of the of an employee and time spent in “activities which are preliminary or postliminary” to a worker’s principal activity.
Therefore, travel time at the beginning or end of the workday is not compensable. The general rule is that employees are compensated for all travel unless it is overnight and outside of regular working hours and on a common carrier and where no work is done.
In an ordinary commute (where an employee travels to and from the work site), the employee is not entitled to compensation for such travel time. This is the case even when the employee must travel to different work sites for the job. Generally, an employee is not at work until he or she reaches the work site. But, if an employee is required to report to a meeting place where the employee is required to pick up materials, equipment or other employees, or receives instructions before traveling to the work site, compensable time starts at the meeting.
Travel during the Workday
The general rule of thumb is that time spent by an employee in travel as part of the employer’s must be counted as . For instance, if an employee travels from job site to job site during the day or reports to a meeting place to receive instructions or pick up assignments and then travels to the place of work, the employee must be compensated for all of the travel time.
The key to identifying whether travel time during the work day is compensable is determining whether the employees are engaged in travel as part of the employer’s . If the travel time, before or after the work day, is not for the benefit of the employer or part of the employee’s principal activity, then the travel time need not be compensated.
Out-of-town travel time is not ordinary home-to-work travel. Instead, this travel time is performed for the employer’s benefit and at its request. Therefore, it is part of the of the employer, and the employee must be compensated. However, an employer may exclude the travel time between the employee’s home and the airport or railroad station as “home-to-work” travel time.
Travel time is compensable work time when it occurs during the employee’s regular working hours. This is true whether the employee actually performs work or not, since the employee is simply substituting travel for other work duties. Moreover, if the travel occurs during normal working hours on a non-working days for the employee, the time is still compensable. However, the Department of Labor does not count as working time overnight travel that occurs outside of regular working hours and is spent on an airplane, train, boat, bus or car.
Transportation Furnished by the Employer
Employees are not entitled to compensation for home-to-work travel merely because the employer furnishes the transportation. An employee who chauffeurs other employees to work at the direction of his or her employer, however, is entitled to compensation.
Sleeping Time for Less than 24-Hour workday
If an employee’s workday is less than 24 hours, periods during which an employee is permitted to sleep, such sleep time is compensable working time as long as the employee is on duty and must work when required.
Sleeping Time for 24 hours or longer workday
If an employee’s workday is 24 hours or longer, up to eight hours of sleeping time can be excluded from compensable working time if the employer can satisfy the following criteria:
- an expressed or implied agreement excluding sleeping time exists between employer and employee;
- the employer provides the employee with adequate sleeping facilities for an uninterrupted night’s sleep;
- at least five hours of sleep for the employee is possible during the scheduled sleeping periods; and
- any interruptions to perform work duties are considered hours worked.
If the sleeping period is longer than eight hours, only eight hours will be credited as non-compensable hours worked. Also, if the sleeping period is interrupted by a call to duty, the interruption must be counted as hours worked. If the sleep period is interrupted to such an extent that the employee cannot get a reasonable night’s sleep, the entire sleep period must be counted as working time.
Split Shifts and Layover Time
If an employee has time off in the middle of a workday that is long enough to effectively use as he or she wishes, and the employee understands that he or she does not have to return to work until a definite specified time, the employee would not be considered to be working during the time-off period.
Employees who choose to work after their shift is over are engaged in compensable working time as long as the employer employees to work on its behalf, proper compensation must be paid to the employee. Once an employer allows the employee to work, or knows that the employee is working, the employee must be compensated: This is true whether the work is being performed at the employerâ€™s place of business or at the employeeâ€™s home. Management must make sure that any work it does not want done is not performed by an employee.
Are you covered by the federal wage Law?
For starters, to determine if you maybe covered by the Fair Labor Standard Act, you are encouraged to take the three minute "Step 1: Wage Law Test" found on the upper right-hand side of this webpage.
Does your employer owe you wages?
To determine if your employer may owe you wages under the Fair Labor Standard Act, take the two minute "Step 2: Wage Owed Test" found on the upper right-hand side of this webpage.
Do you believe you have a wage and hour claim?
If you believe that your existing or former employer may have violated your legal
rights as an employee by failing to pay you "honest wages for an honest day's work"
please feel free to contact the law firm of JonesSatreWeimer for a free consultation
(Need a lawyer?).
You, the "user" of this website, need to be aware that the Center for Unpaid Wages ("Center") is providing the information on this
website solely as a public service to you. While the Center makes a periodic effort to update this website and attempts to keep the content
on this website timely, accurate, and current, the Center does not, in any manner, make any expressed or implied representations,
warranties, or guarantees that the information found on this website is the most current or accurate information; given how federal and
state wage laws are constantly changing. Furthermore, any and all information and responses provided on this website that is in response
to information provided by you on this website is based, in great part, upon the accuracy of the information provided by you, the user.
If you believe, for whatever reason that you might have a wage and hour claim against your employer, there is only one way to know for
certain: You are strongly encouraged to immediately consult a lawyer with wage and hour experience (Need a lawyer?
Preliminary and Postliminary Work Activities
Among the work related activities included as an essential part of a principal activity are those closely related activities that
are necessary to you performing your principal activity at work.
If an employee in a chemical plant cannot perform his or her principal activities without putting on certain protective clothes,
changing clothes on the employer's premises at the beginning and end of the workday would then be a necessary part of the employee's
principal activities. The time spent in changing clothes would probably be hours worked and therefore maybe compensable by your employer.
Some employees, such as a nurses and machine operators, who replace employees already on duty, are required to report to work before
the beginning of their shift. This time is frequently referred to as "reporting time". The extra reporting time is for the purpose of
being made aware of what is going on or receiving instructions to continue work already in progress. This time is probably hours worked
and maybe compensable by your employer.
Preliminary and Postliminary Work Activities Examples
Your principal activities also include all activities which are an integral (or essential) part of your principal
Pre-job activities such as filling out time, material or requisition sheets, checking job locations, removing trash,
fueling cars and picking up plans are compensable work if done at the employer's behest and for the employer's benefit.
When operating a lathe, an employee will frequently, at the beginning of his or her workday, oil, grease or clean his or
her machine, or install a new cutting tool. Such activities are an essential or integral part of the principal activity.
Time spent in these activities would probably be hours worked and therefore maybe compensable by your employer.
The time spent by a butcher sharpening knives and other tools is a part of the principal activity the butcher was hired
to perform and would probably be hours worked and maybe compensable by your employer.
Because donning (putting-on) and doffing (taking-off) protective work gear that is "integral and indispensable" to an
employee's work is a "principal activity", the time spent walking to and from a work station after donning and before doffing
protective gear, as well as the time spent waiting to doff, also are working time under the FLSA.
Waiting Time Examples
Below are examples of employees that are "on duty" but are still waiting for their employer to assign
them some work (i.e., they are "engaged to wait"):
√ A receptionist who reads a book while waiting for customers or telephone calls;
√ A factory worker who talks to fellow employees while waiting for machinery to be repaired;
√ Time spent by a repair person who has to wait for his or her employer's customer to get the premises
ready for work;
√ A truck driver who has to wait at or near the job site for goods to be loaded or unloaded.
Note: An employee can be engaged to work whether the employee is stationed "on" or "off" the employer's
"Advanced Knowledge": entails work that is predominantly intellectual in character that requires the consistent exercise of discretion and judgment (Occupations include law, theology, medicine, teaching, pharmacy, accounting, architecture, engineering, etc.).
"Away from Employer's Place of Business": an outside sales employee makes sales at the customer's place of business, or, if selling door-to-door, at the customer's home.
Travel Time Examples
Examples of travel that could be considered "all in the day's work":
- Construction workers required to first report at a designated meeting place where they are given instructions, pick up tools or supplies, or perform other work prior to traveling to the actual work site.
- Time spent traveling from customer to customer by a plumber who makes house calls to do repairs.
- A computer technicial who finished his or her work on the employer's premises and then is sent to a client's site to perform technical support on the client's system and then returns back to the employer's work site.
Under the following "special circumstances" time spent by you attending lectures, training sessions or courses
of instruction is not regarded as "hours worked" and therefore wages would not be owed to you under the below
1) Employer-established employee special programs of instruction that are similar to courses offered by independent bona fide
institutions of learning. Voluntary attendance at such training courses by you, outside of your working hours, would not be hours worked,
even if the courses directly relate to your job or are paid for by your employer.
2) If you voluntarily decide to attend an independent school, college or trade school after hours, the time is not hours worked even
if the courses are related to your current position or are paid for by your employer.
3) Time spent in certain supplemental classroom instruction held in conjunction with apprenticeship programs may not be
4) Special rules apply to public sector employees who attend outside of regular working hours specialized or follow-up training,
which is required by law for certification of public sector employees.
5) Police officers and fire fighters attending police or fire academy or other training facility are not considered to be on
duty during those times when they are not in class or at a training session, if they are free to use the time for personal
pursuits, such free time is not hours worked.
"Bi-weekly pay period": is one that occurs every two weeks, includes 26 pay periods a year, and usually includes two full workweeks.
"Civic or Charitable Work": time you spend in work for civic or charitable purposes will be hours worked if your employer requested you to do it; the work is done under your employer's direction; or, the work is being done during the time required to be completed at a place assigned by your employer.
"Change in status": a significant change in responsibilities, benefits and/or employment status, such as hiring, firing, failing to promote.
"Commerce": means trade, commerce, transportation, transmission or communications among the several states or between any state and any place outside thereof.
"Commercial motor vehicles": are those vehicles with a gross weight over 10,000 pounds, and/or designed to transport more than
eight passengers for compensation, and/or designed to transport more than 15 passengers not for compensation, and/or used to transport hazardous materials.
"Commissions": is a sum of money paid to an employee based on the sale of a certain amount of goods or services.
"Compensatory Time Off" : is paid time off the job that is earned and accrued by an employee instead of immediate cash payment for working overtime hours (aka "comp time").
"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.
"Consistent Exercise of Discretion and Judgment": an exemption requirement for a "learned professional" requiring the employee's usage of advanced knowledge to analyze, interpret or make deductions from varying facts or circumstances that is based upon the employee's consistent usage of discretion and judgment.
"Covered Employee": is an employee subject to the Fair Labor Standards Act and therefore its minimum wage, overtime pay, recordkeeping and child labor protections.
"Covered Enterprise": is an employer that has 1) two or more employees engaged in commerce, production of goods for
commerce or that "has employees handling, selling, or otherwise working on goods or materials that have been moved
in or produced for commerce by any person"; and, 2) where the employer has a gross annual volume of sales
of not less than $500,000, unless the employer is exempted from this dollar amount.
"Customarily acquired by a prolonged course of specialized intellectual instruction": restricts the "learned" professional exemption to professions for which specialized academic training is a standard prerequisite for entrance into the profession. An academic degree is not required.
"Customarily and regularly": includes work normally and recurrently performed every workweek; it does not include isolated or one-time tasks.
"Department or Subdivision": an employer's customarily recognized department or subdivision must have a permanent status and a continuing function. A recognized department or subdivision need not be physically within the employer's establishment and may move from place to place.
"Direct cash wages": are wages paid at an hourly rate by an employer directly to a tipped employee. Tips are not part of an employee's direct cash wages.
"Directly": this term is used in the "administrative" exemption to ensure that your "primary duty" as an employee is not remotely or tangentially related to any exempt work performed by you.
"Discretion and Independent Judgment": involves having the authority to make independent choices free from immediate direction or supervision with respect to matters of significance; even if your decisions or recommendations are reviewed by a supervisor.
"Educational establishment": means a day or residential school in an elementary or secondary school system as determined under state law, an institution of higher education or other educational institution (such institutions may include special schools for gifted, physically disabled or mentally challenged students).
"Employ": means "...to suffer or permit to work."
"Employee": means "any individual employed by an employer". Also, a non-bona fide so-called "independent contractor" can be an "employee" and would therefore be subject to the FLSA minimum wage and overtime requirements.
"Employment": include all hours that an employee is "suffered or permitted to work" for the employer.
"Employer": an employer includes "any person acting directly or indirectly in the interest of an employer in relations to an employee".
"Employer's Customers": an employer's employee whose primary duty directly relates to the management or general business operations of the employer's customers such as employees acting as advisors or consultants to their employer's clients or customers.
"Engagement in Interstate Commerce": employees are covered by the FLSA on an "individual" basis when they are engaged in interstate commerce or foreign commerce on the job.
"Engagement in the Production of Goods for Interstate Commerce": employees are covered on an individual basis when they are engaged in the "production" of goods for "interstate commerce" on the job.
"Enterprise or recognized subdivision": a recognizable subpart within an employer's larger operation that has a permanent status and a continuing function.
"Enterprise Coverage": encompasses employers that have i) two or more "employees" engaged in commerce, production of goods
for commerce, or ii) "has employees handling, selling, or otherwise working on goods or materials that are for "commerce; and iii) haves a gross annual sales of not less than $500,000.
"Establishment": means a distinct physical place of business rather than an integrated business or enterprise.
"Exempt": an exempt employee is one who is not entitled to the minimum wage and/or overtime pay protections of the FLSA.
"Exemption": applies to employers and employees that are not subject to the FLSA's minimum wage and/or overtime provisions.
"FLSA": stands for the "Fair Labor Standards Act" which is a federal law that governs employers' payment of minimum wages ($7.25), overtime payments, child labor laws, and governs employer's employee recordkeeping.
"Fair Labor Standards Act": is a federal law that governs employers' payment of minimum wages, overtime payments, child
labor laws, and governs employer's employee recordkeeping (also referred to as the "FLSA").
"Fee Basis": an employee paid an agreed sum for a single job regardless of the time required for its completion. A fee basis payment is
generally paid for a unique job, rather than for a series of jobs repeated a number of times, which are considered "Piecework payments".
"Field of Science or Learning": Is considered as "occupations that have a recognized professional status as distinguished from the mechanical arts or skilled trades. It includes the traditional professions of law, medicine, accounting, engineering, architecture, teaching and other similar professional occupations.
"Goods": means all products, commodities, merchandise, wares, articles or any ingredient thereof.
"Goods or Facilities Credits toward Minimum Wage": under the FLSA, board, lodging, and other facilities customarily furnished by the employer to his or her employees are considered wages under certain circumstances.
"Highly Compensated Employees": are exempt employees performing office or non-manual work, receives an annual compensation of $100,000 or more and receives at least $455 per week paid on a salary basis or fee basis, and regularly perform at least one primary duty identified under the FLSA standard test.
"Hourly rate": the regular pay rate of pay for an employee paid by the hour. If an employee works more than 40 hours, the employee must receive at least one and one-half times the regular rate for each hour over 40 hours.
"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 workday to the end of the last principal work activity of the workday. FLSA covered employees must be paid for all hours worked in a workweek.
"Invention, Imagination, Originality or Talent": employees employed primarily in the creative professionals that relied more upon invention, imagination, originality or talent as distinguished from those employees' work that primarily depends on intelligence, diligence and accuracy (e.g., musicians, novelists, actors, artistic painters, photographers, play writers, conductors cartoonists, etc).
"Interstate commerce": means that the goods are produced for trade, sales, transportation, transmission or communication across state lines and includes any work involving or related to the movement of persons or things (including intangibles, such as information) across state lines or from foreign countries.
"Knowledge of an Advanced Type": means work that is predominantly intellectual in character and is to be distinguished from the performance of routine mental, manual, mechanical or physical work. Advanced knowledge cannot be attained at the high-school level.
"Making Sales": includes any sale, exchange, contract to sell, consignment for sales, shipment for sale, or other disposition and also includes the transfer of title to tangible property, and in certain cases, of tangible and valuable evidences of intangible property.
"Management": are those employees responsible for assisting in the overall running and execution of the business. Management includes, but is not limited to activities such as supervising, interviewing, selecting and training of employees; setting and adjusting their rates of pay and hours of work; directing the work of employees; handling employee complaints and grievances; disciplining employees, etc.
"Management or general business operations": means work directly related to assisting with the running or servicing of the business in function areas that are administrative in nature and include but is not limited to such areas as human resources, tax, finance, accounting, budgeting, marketing, advertising, legal, etc.
"Matters of Significance": refers to the level of importance or consequence of the work performed and applies "to the kinds of decisions normally made by persons who formulate or participate in the formulation of policy within their spheres of responsibility or who exercise authority within a wide range to commit their employer in substantial respects financially or otherwise".
"Minimum Wage": the Fair Labor Standards Act ("FLSA") has set the federal minimum wage rate at $7.25/hour as of July 2009.
Your state may have a different minimum wage rate. However, you cannot be paid less than the federal rate of $7.25/hour if you are a
"covered employee" under the FLSA.
"Motor Carriers": are persons providing commercial motor vehicle transportation for compensation.
"Motor Private Carriers": are persons other than motor carriers transporting property by commercial motor vehicle if the person is the owner, lessee, or bailee of the property being transported, and the property is being transported for sale, lease, rent, or bailment, or to further a commercial enterprise.
"Non-exempt Employee": is an employee who is entitled to the federal minimum wage ($7.25/hour), overtime pay, and other wage and hour protections provided by the FLSA.
"Obtaining Orders or Contracts for Services or for the Use of Facilities": includes the selling of time on radio or television, the solicitation of advertising for newspapers and other periodicals, and the solicitation of freight for railroads and other transportation agencies.
"Other facilities": include such items as meals furnished to employees by employers; meals, dormitory rooms, and tuition furnished by a college to its student employees; and, housing furnished by employers for dwelling purposes.
"Other educational establishment": includes special schools for mentally or physically disabled or gifted children, regardless of any classification of such schools as elementary, secondary or higher.
"Overtime": is the extra pay an employer is required by the FLSA to pay to covered, non-exempt employees for the time they work in excess of 40 hours in a workweek. Overtime pay must be computed at one and one-half times the employee's regular rate of pay.
"Particular weight": considerations include whether it is part of your job duties to make suggestions and recommendations; the frequency with which your suggestions and recommendations are made or requested; and the frequency with which your suggestions and/or recommendations are relied upon.
"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.
"Piecework payments": is paid for the kind of job that is repeated an indefinite number of times and for which payment on an identical basis is made over and over again.
"Place of Work": includes all "hours worked" during which an employee is required or allowed to perform work for an employer's benefit, regardless whether on the employer's premises, at a designated work place, at home and/or at some other location.
"Preliminary and Postliminary Activities": pre-and-post shift work-activities that are "integral and indispensable" to an employee's "principal activities" must be compensated. Job-related activities required as a part of an employee's work are covered, even if they are performed before or after the employee's specified work schedule.
"Primary Duty": means the principal, main, major or most important duty that the employee performs with the major emphasis on the character of the employee's job as a whole.
"Principal Activities": are tasks an employee is employed to perform. Everything between an employee's first and last "principal activity" on a given day generally is considered part of the compensable workday.
"Production of Goods": means producing, manufacturing, mining, handling, transporting or in any other way working on goods.
"Prolonged Course of Specialized Intellectual Instruction": a particular occupation or profession that requires for entry into it a perquisite specialized advance academic training, which customarily leads to an academic degree (e.g., law, medicine, accounting, teaching, etc.).
"Recognized field of artistic or creative endeavor": includes such fields as music, writing, acting, graphic arts, etc.
"Recognized Department or Subdivision": must be recognized within the company as a group and/or unit that has a permanent status and continuing function within the organization (e.g., Human Resources, Sales, legal, marketing, accounting, etc.).
"Regular rate" [of Pay]: includes most payments made by the employer to or on behalf of the employee (with some exceptions) and is determined by adding together the employee's pay for the workweek and all other earnings and dividing the total by the number of hours the employee worked in that week.
"Retail or service establishment": is a business where 75 percent of its annual dollar volume of sales of goods or services is not for resale and is recognized as a retail or services establishment in a the particular industry. The establishment must also be one which sells goods or services to the general public.
"Rework": when an employee must correct mistakes in his or her work, the time must be treated as hours worked and the employee must be compensated for this time.
"Salary": a predetermined fixed amount of pay that constitutes all or part of an employee's compensation for a particular pay period. A salary is generally expressed as an amount paid per week, per month or per year.
"Salary Basis": an employee is considered to be paid on a salary basis if he or she regularly receives each pay period a predetermined amount of at least $455 per week, "exclusive of board, lodging or other facilities".
"State": includes any state of the United States, the District of Columbia or any territory or possession of the United States.
"Suffer or Permit to Work": is where an employer requires or allows employees to do work, this work time is generally hours worked even though the employer may not have requested such work but simply allowed it. The employee must be compensated for this time.
"Supervision": to qualify as an exempt executive, the employee must "customarily and regularly" direct the work of two or more other employees or their equivalents.
"Tip": is a sum presented by a customer as a gift or gratuity in recognition of some service performed by an employee.
"Tipped employees": are those employees who work in occupations in which they customarily and regularly receive more than $30 a month in tips.
"Tip Pooling Arrangement": is an arrangement among employees who customarily and regularly receive tips to "pool" or share a customary and reasonable percentage of their tips received with others in the pool.
"Tip Credit": under certain FLSA prescribed conditions, an employer may credit an employee's tips as income toward wages.
"Waiting for Work": an employee hired to do nothing or to do nothing but wait for something to do or something to happen is still working and must be compensated for such time.
"Work": includes any time that is "controlled or required by the employer and pursued necessarily and primarily for the benefit of the employer and his business".
"Workday": means the period between the time on any particular day when such employee commences his/her "principal activity" and the time on that day at which he/she ceases such principal activity or activities.
"Workweek": is a fixed and regularly recurring period of 168 hours, or seven consecutive 24-hour periods and may begin on any day of the week and at any hour of the day.
"Workers with Disabilities": individuals, whose earning or productive capacity is impaired by a physical or mental disability, including those related to age or injury may be paid sub-minimum wages pursuant to a certificate issued by the Secretary of Labor.
"Working Time": includes all hours that an employee is "suffered or permitted to work" for the employer. Working time also includes time during which an employee is "necessarily required to be on the employer's premises, on duty or at a prescribed work place".
"Work Requiring Advanced Knowledge": means work which is predominantly intellectual in character, and which includes work requiring the consistent exercise of discretion and independent judgment.
Examples of factors to consider in determining whether an employee exercises discretion and
independent judgment with respect to "matters of significance" includes such job responsibility areas as:
Your authority to formulate, affect, interpret or implement management policies or operating practices; Or,
Your authority to waive or deviate from established policies or procedures without prior approval; Or,
Your authority to negotiate and bind the company on significant matters; Or,
Provide consultation or expert advice to management
An employee performance of secretarial work, recording or tabulating data or performing other
mechanical, repetitive, recurrent or routine work generally will not satisfy "...the exercise discretion and
independent judgment with respect to "matters of significance"requirement.
The Federal minimum wage and overtime laws cover blue collar and
construction non-management type of workers involved in production,
maintenance, construction and similar occupations such as carpenters,
electricians, mechanics, plumbers, ironworkers, craftsmen, operating
engineers, longshoremen (this list is not nor meant to be all-inclusive).
The following non-all inclusive work activities are also included in the
construction industry: painting, sandblasting, tuckpointing, roofing,
guttering, spouting, water well drilling, installation of flooring and
Examples of "Other transportation" employee exemptions where the federal minimum wage and/or overtime requirements may not apply to your employer:
The overtime provisions of the FLSA do not apply to any employee of an employer engaged in the operation
of a common carrier by rail and subject to the provisions of Part I of the Interstate Commerce Act.
The overtime provisions of the FLSA do not apply to any employee of a carrier by air subject
to the provisions of Title II of the Railway Labor Act.
The FLSA exempts from overtime any driver employed by an employer engaged in the business
of operating taxicabs. Taxicab drivers qualify for the exemption so long as they do not
spend more than 20 percent of their time performing non-exempt work, such as acting as a dispatcher,
performing clerical duties, and performing general or repair services on vehicles.
Charter activities exemption
An exemption exists to the overtime provisions of the FLSA for employees who engage in
both passenger transit and charter activities on buses, trolleys or electric railways.