Fair Labor Standards Act (FLSA) and overtime
The Fair Labor Standards Act (FLSA) establishes:
- minimum wage
- overtime pay
- record keeping standards
- child labor standards
Covered non-exempt workers are entitled to a minimum wage and overtime pay at a rate of not less than one and one-half times their regular rates of pay after 40 hours of physical work in a work week.
As a public sector employer, the University may use equivalent compensatory time off instead of the direct dollars. The FLSA also provides that an employee may be “exempt” from the overtime provisions if certain requirements are met.
Hourly employees must receive overtime pay for any hours worked over 40 per workweek.
Compensatory time off
Only non-exempt, benefit eligible employees can earn compensatory time off for hours worked over 40 per workweek.
Compensatory travel time
Non-exempt employees are eligible to receive compensatory time off for travel.
Flexible time off
Flexible work time shall not be granted on an hour-for-hour exchange basis for exempted employees.
Exempt vs. non-exempt status
Exemption status comparison
Comparison between exempt and non-exempt statuses.
Responsibilities under the FLSA
Employee’s, supervisor’s and HR’s responsibilities.
Equal pay and child labor
Equal pay and child labor requirements by the provisions of the FLSA.
Performs hours of service for charitable or humanitarian reasons.
The U.S. Department of Labor administers the FLSA.