🕷️ Crawler Inspector

URL Lookup

Direct Parameter Lookup

Raw Queries and Responses

1. Shard Calculation

Query:

Response:

Calculated Shard: 53 (from laksa047)

2. Crawled Status Check

Query:

curl -X POST \
  'http://laksa053.int.ahrefs:8124/' \
  -H 'Content-Type: text/plain' \
  -H 'X-ClickHouse-Database: crawler3' \
  -H 'Authorization: Basic YXBpOg==' \
  -d 'SELECT getAhrefsURLFromUnparsed(src_unparsed) AS found_url, ifNull(toUnixTimestamp(download_stamp), 0) AS crawl_time, ifNull(toUnixTimestamp(props_url_first_seen), 0) AS first_indexed_time, download_http_code AS http_code, src_unparsed AS src_unparsed, src_root_hash AS src_root_hash, history_drop_reason AS history_drop_reason, meta_title AS meta_title, meta_descriptions AS meta_descriptions, attrs_boilerpipe_text AS attrs_boilerpipe_text, attrs_markdown AS attrs_markdown, attrs_readable_markdown AS attrs_readable_markdown, meta_canonical AS meta_canonical FROM crawler3.page_info_local FINAL PREWHERE (src_root_hash, src_unparsed) IN ((getAhrefsRootHashFromUnparsed(getAhrefsUnparsedNoserviceFromURL(\'https://www.dol.gov/agencies/whd/flsa\')), getAhrefsUnparsedNoserviceFromURL(\'https://www.dol.gov/agencies/whd/flsa\'))) FORMAT JSONEachRow'

Response:

{"found_url":"https:\/\/www.dol.gov\/agencies\/whd\/flsa","crawl_time":1775501673,"first_indexed_time":1575757576,"http_code":200,"src_unparsed":"gov,dol!www,\/agencies\/whd\/flsa s443","src_root_hash":"8643006857980924253","history_drop_reason":null,"meta_title":"Wages and the Fair Labor Standards Act | U.S. Department of Labor","meta_descriptions":[],"attrs_boilerpipe_text":"On April 26, 2024, the U.S. Department of Labor (Department) published a final rule,\nDefining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees\n, to update and revise the regulations issued under section 13(a)(1) of the Fair Labor Standards Act implementing the exemption from minimum wage and overtime pay requirements for executive, administrative, and professional employees. Revisions included increases to the standard salary level and the highly compensated employee total annual compensation threshold, and a mechanism for updating these earnings thresholds to reflect current earnings data. On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department’s 2024 final rule. Consequently, with regard to enforcement, the Department is applying the 2019 rule’s minimum salary level of $684 per week and total annual compensation requirement for highly compensated employees of $107,432 per year. Lawsuits regarding the 2024 final rule are currently pending in two other federal district courts, and the United States has filed a notice of appeal from the November 15 decision. The Department will update this notice with additional information as it becomes available.\nThe Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than $7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek.\nFLSA Minimum Wage\n: The federal minimum wage is $7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage.\nFLSA Overtime\n: Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours – seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days.\nFLSA Tip Regulations\n: The FLSA allows employers who meet certain criteria to take a partial credit against their minimum wage obligations for tipped employees—those engaged in an occupation in which they customarily and regularly receive tips.\nHours Worked\n: Hours worked ordinarily include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace.\nRecordkeeping\n: Employers must display an official poster outlining the requirements of the FLSA. Employers must also keep employee time and pay records.\nChild Labor\n: These 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.\nOn January 10, 2024, the U.S. Department of Labor published a final rule\nEmployee or Independent Contractor Classification Under the Fair Labor Standards Act\n, effective March 11, 2024, revising the Department’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act (FLSA). This final rule rescinds the Independent Contractor Status Under the Fair Labor Standards Act rule (\n2021 IC Rule\n, 86 FR 1168), that was published on January 7, 2021. This guidance will be updated.\nGeneral Guidance\nHandy Reference Guide to the FLSA\nGuía Práctica Referente a la Ley de Normas Justas de Trabajo\nFact Sheets\nEmployment Law Guide: Minimum Wage and Overtime Pay\nQuestions and Answers about the FLSA\nInformation on Furloughs and Other Reductions in Pay\nBreak Time for Nursing Mothers\n'How to File a Complaint' Card (PDF)\nSpanish Version (PDF)\nChinese Version (PDF)\nKorean Version (PDF)\nPolish Version (PDF)\nTagalog Version (PDF)\nThai Version (PDF)\nRussian Version (PDF)\nVietnamese Version (PDF)\nHaitian Creole Version (PDF)\nFLSA Resources for Puerto Rico\nMisclassification of Employees as Independent Contractors\nMinimum Wage and Overtime Pay for Direct Care Workers\nHoliday Season Employment Information\nPosters\nFLSA Minimum Wage Poster\nSpanish Version\nChinese Version (PDF)\nRussian Version (PDF)\nThai Version (PDF)\nHmong Version (PDF)\nVietnamese Version (PDF)\nKorean Version (PDF)\nPolish Version (PDF)\nHaitian Creole Version (PDF)\nAdditional FLSA Posters\nInterpretive Guidance\nAdministrator Interpretations\nOpinion Letters\nField Handbook\nField Bulletins\nE-tools\nThe\nCoverage and Employment Status Advisor\nhelps identify which workers are employees covered by the FLSA.\nThe\nHours Worked Advisor\nprovides information to help determine which hours spent in work-related activities are considered FLSA “hours worked” and therefore must be paid.\nThe\nOvertime Security Advisor\nhelps determine which employees are exempt from the FLSA minimum wage and overtime pay requirements under the Part 541 overtime regulations.\nThe\nOvertime Calculator Advisor\ncomputes the amount of overtime pay due in a sample pay period based on information from the user.\nThe\nChild Labor Rules Advisor\nanswers questions about the FLSA’s youth employment provisions, including at what age young people can work and the jobs they can perform.\nPresentations\nComprehensive FLSA Presentation (Microsoft PowerPoint)\nExecutive, Administrative, and Professional Exemption Presentation (Microsoft PowerPoint)\nApplicable Laws and Regulations\nLaw\nFair Labor Standards Act\nRegulations\n29 CFR Chapter V\nCivil Money Penalty Inflation Adjustments\nStarting in 2016, agencies across the federal government must adjust their penalties for inflation each year. Below is a table that reflects the adjustments that have occurred for penalties under this statute. For more information on the penalty adjustments, go\nhere\n.\nCivil Money Penalty Inflation Adjustments\nType of Violation\nStatutory Citation\nCFR Citation\nMaximum Civil Monetary Penalty on or before 1\/15\/2025\nMaximum Civil Monetary Penalty on or after 1\/16\/2025\nHomeworker:\nViolation of recordkeeping, monetary, certificate or other statutes, regulations or employer assurances.\n29 USC 211(d)\n29 CFR 530.302\n$1,280\n$1,313\nChild labor:\n(1) Violation of child labor standards (sec 212 or 213(c));\n29 USC 216(e)(1)(A)(i)\n29 CFR 570.140(b)(1) and 29 CFR 579.1(a)(1)(i)(A)\n$15,629\n$16,035\n(2) Violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor;\n29 USC 216(e)(1)(A)(ii)\n29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B)\n$71,031\n$72,876\n(3) Willful or repeated violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor\n29 USC 216(e)(1)(A)(ii)\n29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B)\n$142,062\n$145,752\n(4) Repeated or willful violation of section 206 or 207.\n29 USC 216(e)\n29 CFR 579.1(a)(2)\n$2,451\n$2,515\n(5) Violation of section 203(m)(2)(B)\n29 USC 216(e)(2)\n29 CFR 579.1(a)(2)(ii) and 29 CFR 578.3(a)(1)\n$1,373\n$1,409","attrs_markdown":"[Skip to main content](https:\/\/www.dol.gov\/agencies\/whd\/flsa#main-content)\n\n![U.S. flag](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/flag-favicon-57.png)\n\nAn official website of the United States government.\n\nHere’s how you know\n\nHere’s how you know\n\n![Dot gov](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/icon-dot-gov.svg)\n\n**The .gov means it’s official.**   \n Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.\n\n![Https](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/icon-https.svg)\n\n**The site is secure.**   \n The **https:\/\/** ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.\n\n[![United States Department of Labor](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/Agency_DOL_Logo_dark.svg) U.S. Department of Labor](https:\/\/www.dol.gov\/)\n\n[Wage and Hour Division](https:\/\/www.dol.gov\/agencies\/whd \"Wage and Hour Division\")\n\n[About Us](https:\/\/www.dol.gov\/agencies\/whd\/about) [Contact Us](https:\/\/www.dol.gov\/agencies\/whd\/contact) [Español](https:\/\/www.dol.gov\/agencies\/whd\/espanol)\n\n- Menu\n\nsubmenu\n\n- [TOPICS Back](https:\/\/www.dol.gov\/agencies\/whd)\n  - - Topics\n      - [Wages](https:\/\/www.dol.gov\/agencies\/whd\/flsa)\n      - [Misclassification](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/misclassification)\n      - [Family and Medical Leave Act (FMLA)](https:\/\/www.dol.gov\/agencies\/whd\/fmla)\n      - [Pump at Work](https:\/\/www.dol.gov\/agencies\/whd\/pump-at-work)\n      - [Maternal Health](https:\/\/www.dol.gov\/agencies\/whd\/maternal-health)\n      - [Retaliation](https:\/\/www.dol.gov\/agencies\/whd\/retaliation)\n      - [Government Contracts](https:\/\/www.dol.gov\/agencies\/whd\/government-contracts)\n      - [Immigration](https:\/\/www.dol.gov\/agencies\/whd\/immigration)\n      - [Child Labor](https:\/\/www.dol.gov\/agencies\/whd\/child-labor)\n      - [Agricultural Employment](https:\/\/www.dol.gov\/agencies\/whd\/agriculture)\n      - [Subminimum Wage](https:\/\/www.dol.gov\/agencies\/whd\/special-employment)\n      - [Employment of Workers With Disabilities](https:\/\/www.dol.gov\/agencies\/whd\/workers-with-disabilities)\n      \n      - [Lie Detector Tests](https:\/\/www.dol.gov\/agencies\/whd\/polygraph)\n      - [USMCA](https:\/\/www.dol.gov\/agencies\/whd\/usmca)\n      - [Davis Bacon Prevailing Wage Survey](https:\/\/www.dol.gov\/agencies\/whd\/government-contracts\/construction\/surveys)\n- [WORKER RIGHTS](https:\/\/www.dol.gov\/agencies\/whd\/workers)\n- [FOR EMPLOYERS Back](https:\/\/www.dol.gov\/agencies\/whd\/employers)\n  - - For Employers\n      - [Compliance Assistance Overview](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance)\n      - [Toolkits by Topic](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance\/toolkits)\n      - [Small Business Compliance Help](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance\/small-business)\n      - [Laws & Regulations](https:\/\/www.dol.gov\/agencies\/whd\/laws-and-regulations)\n      - [Administrator Interpretations, Opinion & Ruling Letters](https:\/\/www.dol.gov\/agencies\/whd\/opinion-letters\/request)\n      - [Field Assistance Bulletins](https:\/\/www.dol.gov\/agencies\/whd\/field-assistance-bulletins)\n      - [Field Operations Handbook](https:\/\/www.dol.gov\/agencies\/whd\/field-operations-handbook)\n      - [Fact Sheets](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets)\n      - [Posters](https:\/\/www.dol.gov\/agencies\/whd\/posters)\n      - [Forms](https:\/\/www.dol.gov\/agencies\/whd\/forms)\n      - [Presentations](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance\/presentations)\n      - [Videos](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/videos)\n      \n      - [Payroll Audit Independent Determination (PAID) Program](https:\/\/www.dol.gov\/agencies\/whd\/paid)\n      - [Upload Files or Records](https:\/\/webapps.dol.gov\/eup\/Terms)\n- [RESOURCES Back](https:\/\/www.dol.gov\/agencies\/whd)\n  - - Resources\n      - [Posters](https:\/\/www.dol.gov\/agencies\/whd\/posters)\n      - [Forms](https:\/\/www.dol.gov\/agencies\/whd\/forms)\n      - [Compliance Assistance Toolkits](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance\/toolkits)\n      - [New and Small Business Resources](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance\/small-business)\n      - [Fact Sheets](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets)\n      - [Presentations](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance\/presentations)\n      - [Publications By Language](https:\/\/www.dol.gov\/agencies\/whd\/publications-by-language)\n      - [elaws](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance\/elaws-advisors)\n      - [FLSA Compliance Videos](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/videos)\n      - [Know Your Rights Video Series](https:\/\/www.dol.gov\/agencies\/whd\/resources\/videos\/know-your-rights)\n      - [Employer.gov](https:\/\/www.employer.gov\/)\n      - [Worker.gov](https:\/\/www.worker.gov\/)\n      \n      - [Data](https:\/\/www.dol.gov\/agencies\/whd\/data)\n      - [DOL Enforcement Database](https:\/\/enforcedata.dol.gov\/homePage.php)\n      - [Workers Owed Wages](https:\/\/www.dol.gov\/agencies\/whd\/wow)\n      - [Order Publications](https:\/\/orders.gpo.gov\/DOL\/WHPS.aspx)\n- [INTERPRETIVE GUIDANCE Back](https:\/\/www.dol.gov\/agencies\/whd)\n  - - Interpretive Guidance\n      - [Laws and Regulations](https:\/\/www.dol.gov\/agencies\/whd\/laws-and-regulations)\n      - [Field Handbook](https:\/\/www.dol.gov\/agencies\/whd\/field-operations-handbook)\n      - [Administrator Interpretations, Opinion and Ruling Letters](https:\/\/www.dol.gov\/agencies\/whd\/opinion-letters\/request\/existing-guidance)\n      - [Request an Opinion Letter](https:\/\/www.dol.gov\/agencies\/whd\/opinion-letters\/request)\n      - [Field Bulletins](https:\/\/www.dol.gov\/agencies\/whd\/field-assistance-bulletins)\n- [STATE LAWS Back](https:\/\/www.dol.gov\/agencies\/whd)\n  - - State Laws\n      - [State Minimum Wage Laws](https:\/\/www.dol.gov\/agencies\/whd\/minimum-wage\/state)\n      - [State Labor Law Topics](https:\/\/www.dol.gov\/agencies\/whd\/state)\n      - [State Labor Offices](https:\/\/www.dol.gov\/agencies\/whd\/state\/contacts)\n      - [Resources for State and Local Governments](https:\/\/www.dol.gov\/agencies\/whd\/state\/state-local-government-resources)\n- [NEWS RELEASES](https:\/\/www.dol.gov\/newsroom\/releases?agency=57&state=All&topic=All&year=all)\n- [ABOUT US](https:\/\/www.dol.gov\/agencies\/whd\/about)\n- [CONTACT US](https:\/\/www.dol.gov\/agencies\/whd\/contact)\n- [ESPAÑOL](https:\/\/www.dol.gov\/general\/topic\/spanish-speakingtopic)\n\nBreadcrumb\n\n- [WHD](https:\/\/www.dol.gov\/agencies\/whd)\n# Wages and the Fair Labor Standards Act\n\nMore in This Section\n\n[Close](https:\/\/www.dol.gov\/agencies\/whd\/flsa)\n\n- [Minimum Wage](https:\/\/www.dol.gov\/agencies\/whd\/minimum-wage)\n- [Overtime Pay](https:\/\/www.dol.gov\/agencies\/whd\/overtime)\n- [Earnings thresholds for the Executive, Administrative, and Professional exemption from minimum wage and overtime protections under the FLSA](https:\/\/www.dol.gov\/agencies\/whd\/overtime\/salary-levels)\n- [Hours Worked](https:\/\/www.dol.gov\/node\/106621)\n- [Recordkeeping](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/recordkeeping-redirect)\n- [Federal Wage Garnishments](https:\/\/www.dol.gov\/agencies\/whd\/wage-garnishment)\n- [Direct Care Workers](https:\/\/www.dol.gov\/node\/106624)\n\nOn April 26, 2024, the U.S. Department of Labor (Department) published a final rule, [Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees](https:\/\/www.federalregister.gov\/public-inspection\/2024-08038\/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and), to update and revise the regulations issued under section 13(a)(1) of the Fair Labor Standards Act implementing the exemption from minimum wage and overtime pay requirements for executive, administrative, and professional employees. Revisions included increases to the standard salary level and the highly compensated employee total annual compensation threshold, and a mechanism for updating these earnings thresholds to reflect current earnings data. On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department’s 2024 final rule. Consequently, with regard to enforcement, the Department is applying the 2019 rule’s minimum salary level of \\$684 per week and total annual compensation requirement for highly compensated employees of \\$107,432 per year. Lawsuits regarding the 2024 final rule are currently pending in two other federal district courts, and the United States has filed a notice of appeal from the November 15 decision. The Department will update this notice with additional information as it becomes available.\n\nThe Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than \\$7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek.\n\n- [**FLSA Minimum Wage**](https:\/\/www.dol.gov\/agencies\/whd\/minimum-wage): The federal minimum wage is \\$7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage.\n- [**FLSA Overtime**](https:\/\/www.dol.gov\/agencies\/whd\/overtimepay): Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours – seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days.\n- [**FLSA Tip Regulations**](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/tips): The FLSA allows employers who meet certain criteria to take a partial credit against their minimum wage obligations for tipped employees—those engaged in an occupation in which they customarily and regularly receive tips.\n- [**Hours Worked**](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/22-flsa-hours-worked): Hours worked ordinarily include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace.\n- [**Recordkeeping**](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/21-flsa-recordkeeping): Employers must display an official poster outlining the requirements of the FLSA. Employers must also keep employee time and pay records.\n- [**Child Labor**](https:\/\/www.dol.gov\/agencies\/whd\/child-labor): These 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.\n\nOn January 10, 2024, the U.S. Department of Labor published a final rule [Employee or Independent Contractor Classification Under the Fair Labor Standards Act](https:\/\/www.federalregister.gov\/public-inspection\/2024-00067\/employee-or-independent-contractor-classification-under-the-fair-labor-standards-act), effective March 11, 2024, revising the Department’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act (FLSA). This final rule rescinds the Independent Contractor Status Under the Fair Labor Standards Act rule ([2021 IC Rule](https:\/\/www.federalregister.gov\/documents\/2021\/01\/07\/2020-29274\/independent-contractor-status-under-the-fair-labor-standards-act), 86 FR 1168), that was published on January 7, 2021. This guidance will be updated.\n\n## General Guidance\n- [Handy Reference Guide to the FLSA](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance\/handy-reference-guide-flsa)\n  - [Guía Práctica Referente a la Ley de Normas Justas de Trabajo](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/wh1282_SPANISH.pdf)\n- [Fact Sheets](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets)\n- [Employment Law Guide: Minimum Wage and Overtime Pay](https:\/\/webapps.dol.gov\/elaws\/elg\/)\n- [Questions and Answers about the FLSA](https:\/\/webapps.dol.gov\/elaws\/flsa.htm)\n- [Information on Furloughs and Other Reductions in Pay](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/70-flsa-furloughs)\n- [Break Time for Nursing Mothers](https:\/\/www.dol.gov\/agencies\/whd\/nursing-mothers)\n- ['How to File a Complaint' Card (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint.pdf)\n  - [Spanish Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Spanish.pdf)\n  - [Chinese Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_CHINESE.pdf)\n  - [Korean Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Korean.pdf)\n  - [Polish Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Polish.pdf)\n  - [Tagalog Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_TAGALOG.pdf)\n  - [Thai Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Thai.pdf)\n  - [Russian Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Russian.pdf)\n  - [Vietnamese Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Viet.pdf)\n  - [Haitian Creole Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Hait.pdf)\n- [FLSA Resources for Puerto Rico](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/puerto-rico)\n- [Misclassification of Employees as Independent Contractors](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/misclassification)\n- [Minimum Wage and Overtime Pay for Direct Care Workers](https:\/\/www.dol.gov\/agencies\/whd\/direct-care)\n- [Holiday Season Employment Information](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/HolidaySeasonEmplymntInfo.pdf)\n## Posters\n- [FLSA Minimum Wage Poster](https:\/\/www.dol.gov\/agencies\/whd\/posters\/flsa)\n  - [Spanish Version](https:\/\/www.dol.gov\/agencies\/whd\/posters\/flsa\/espanol)\n  - [Chinese Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/minwagecn.pdf)\n  - [Russian Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/FLSAPosterRuss.pdf)\n  - [Thai Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/MinWageThai.pdf)\n  - [Hmong Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/MinWageHmong.pdf)\n  - [Vietnamese Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/minwageViet.pdf)\n  - [Korean Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/minwageKorean.pdf)\n  - [Polish Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/FLSAPosterPolish.pdf)\n  - [Haitian Creole Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/minwageHait.pdf)\n- [Additional FLSA Posters](https:\/\/www.dol.gov\/agencies\/whd\/posters)\n## Interpretive Guidance\n- [Administrator Interpretations](https:\/\/www.dol.gov\/agencies\/whd\/opinion-letters\/administrator-interpretation\/flsa)\n- [Opinion Letters](https:\/\/www.dol.gov\/agencies\/whd\/opinion-letters\/request\/existing-guidance)\n- [Field Handbook](https:\/\/www.dol.gov\/agencies\/whd\/field-operations-handbook)\n- [Field Bulletins](https:\/\/www.dol.gov\/agencies\/whd\/field-assistance-bulletins)\n## E-tools\n- The [Coverage and Employment Status Advisor](https:\/\/webapps.dol.gov\/elaws\/whd\/flsa\/scope\/screen9.asp) helps identify which workers are employees covered by the FLSA.\n- The [Hours Worked Advisor](https:\/\/webapps.dol.gov\/elaws\/whd\/flsa\/hoursworked\/default.asp) provides information to help determine which hours spent in work-related activities are considered FLSA “hours worked” and therefore must be paid.\n- The [Overtime Security Advisor](https:\/\/webapps.dol.gov\/elaws\/overtime.htm) helps determine which employees are exempt from the FLSA minimum wage and overtime pay requirements under the Part 541 overtime regulations.\n- The [Overtime Calculator Advisor](https:\/\/webapps.dol.gov\/elaws\/otcalculator.htm) computes the amount of overtime pay due in a sample pay period based on information from the user.\n- The [Child Labor Rules Advisor](https:\/\/webapps.dol.gov\/elaws\/whd\/flsa\/cl\/default.htm) answers questions about the FLSA’s youth employment provisions, including at what age young people can work and the jobs they can perform.\n## Presentations\n- [Comprehensive FLSA Presentation (Microsoft PowerPoint)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/comprehensive.ppt)\n- [Executive, Administrative, and Professional Exemption Presentation (Microsoft PowerPoint)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/presentation.ppt)\n## Applicable Laws and Regulations\n### Law\n- [Fair Labor Standards Act](https:\/\/uscode.house.gov\/view.xhtml?path=\/prelim@title29\/chapter8&edition=prelim)\n### Regulations\n- [29 CFR Chapter V](https:\/\/www.ecfr.gov\/current\/title-29\/subtitle-B\/chapter-V)\n## [Civil Money Penalty Inflation Adjustments](https:\/\/www.ecfr.gov\/current\/title-29\/subtitle-B\/chapter-V)\n[Starting in 2016, agencies across the federal government must adjust their penalties for inflation each year. Below is a table that reflects the adjustments that have occurred for penalties under this statute. For more information on the penalty adjustments, go](https:\/\/www.ecfr.gov\/current\/title-29\/subtitle-B\/chapter-V) [here](https:\/\/www.dol.gov\/agencies\/whd\/resources\/penalties).\n\n| Type of Violation | Statutory Citation | CFR Citation | Maximum Civil Monetary Penalty on or before 1\/15\/2025 | Maximum Civil Monetary Penalty on or after 1\/16\/2025 |\n|---|---|---|---|---|\n| Homeworker:  Violation of recordkeeping, monetary, certificate or other statutes, regulations or employer assurances. | 29 USC 211(d) | 29 CFR 530.302 | \\$1,280 | \\$1,313 |\n| Child labor:  (1) Violation of child labor standards (sec 212 or 213(c)); | 29 USC 216(e)(1)(A)(i) | 29 CFR 570.140(b)(1) and 29 CFR 579.1(a)(1)(i)(A) | \\$15,629 | \\$16,035 |\n| (2) Violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor; | 29 USC 216(e)(1)(A)(ii) | 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) | \\$71,031 | \\$72,876 |\n| (3) Willful or repeated violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor | 29 USC 216(e)(1)(A)(ii) | 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) | \\$142,062 | \\$145,752 |\n| (4) Repeated or willful violation of section 206 or 207. | 29 USC 216(e) | 29 CFR 579.1(a)(2) | \\$2,451 | \\$2,515 |\n| (5) Violation of section 203(m)(2)(B) | 29 USC 216(e)(2) | 29 CFR 579.1(a)(2)(ii) and 29 CFR 578.3(a)(1) | \\$1,373 | \\$1,409 |\n\n[Scroll to Top](https:\/\/www.dol.gov\/agencies\/whd\/flsa)\n\n- [Topics](https:\/\/www.dol.gov\/agencies\/whd\/topics)\n- [Worker Rights](https:\/\/www.dol.gov\/agencies\/whd\/workers)\n- [For Employers](https:\/\/www.dol.gov\/agencies\/whd\/employers)\n- [Resources](https:\/\/www.dol.gov\/agencies\/whd\/resources)\n- [Interpretive Guidance](https:\/\/www.dol.gov\/agencies\/whd\/interpretive-guidance)\n- [State Laws](https:\/\/www.dol.gov\/agencies\/whd\/state-laws)\n\n[![United States Department of Labor](https:\/\/www.dol.gov\/themes\/opa_theme\/img\/DOL-MasterLogo_BLUE.svg)](https:\/\/www.dol.gov\/ \"Home\")\n\nWage and Hour Division\n\nAn agency within the U.S. Department of Labor\n\n200 Constitution Ave NW  \n Washington, DC 20210  \n [1-866-4-US-WAGE  1-866-487-9243](tel:1-866-487-9243)\n\n[www.dol.gov](https:\/\/www.dol.gov\/)\n\nFederal Government\n\n- [White House](https:\/\/www.whitehouse.gov\/)\n- [Disaster Recovery Assistance](https:\/\/www.dol.gov\/general\/disasterrecovery)\n- [DisasterAssistance.gov](https:\/\/www.disasterassistance.gov\/)\n- [USA.gov](https:\/\/www.usa.gov\/)\n- [No Fear Act Data](https:\/\/www.dol.gov\/agencies\/oasam\/centers-offices\/civil-rights-center\/resports\/notification-and-federal-employee-antidiscrimination-retaliation-act-of-2002)\n- [U.S. Office of Special Counsel](https:\/\/osc.gov\/)\n\nLabor Department\n\n- [About DOL](https:\/\/www.dol.gov\/general\/aboutdol)\n- [Guidance Search](https:\/\/www.dol.gov\/guidance)\n- [Español](https:\/\/www.dol.gov\/general\/topic\/spanish-speakingtopic)\n- [Office of Inspector General](https:\/\/www.oig.dol.gov\/)\n- [A to Z Index](https:\/\/www.dol.gov\/general\/siteindex)\n\nWHD Portals\n\n- [YouthRules\\!](https:\/\/www.dol.gov\/agencies\/whd\/youthrules \"YouthRules!\")\n- [Wage Determinations](https:\/\/sam.gov\/content\/wage-determinations)\n- [Accessibility Statement](https:\/\/www.dol.gov\/general\/aboutdol\/accessibility)\n\nConnect With DOL\n\n[Facebook](https:\/\/www.facebook.com\/departmentoflabor \"Facebook for the United States Department of Labor\")\n\n[X](https:\/\/twitter.com\/WHD_DOL \"Twitter for the United States Department of Labor\")\n\n[Instagram](https:\/\/www.instagram.com\/USDOL\/ \"Instagram for the United States Department of Labor\")\n\n[LinkedIn](https:\/\/www.linkedin.com\/company\/u-s-department-of-labor\/ \"LinkedIn for the United States Department of Labor\")\n\n[Youtube](https:\/\/www.youtube.com\/user\/USDepartmentofLabor \"YouTube for the United States Department of Labor\")\n\n[Important Website Notices](https:\/\/www.dol.gov\/general\/aboutdol\/website-policies) [Privacy & Security Statement](https:\/\/www.dol.gov\/general\/privacynotice)","attrs_readable_markdown":"On April 26, 2024, the U.S. Department of Labor (Department) published a final rule, [Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees](https:\/\/www.federalregister.gov\/public-inspection\/2024-08038\/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and), to update and revise the regulations issued under section 13(a)(1) of the Fair Labor Standards Act implementing the exemption from minimum wage and overtime pay requirements for executive, administrative, and professional employees. Revisions included increases to the standard salary level and the highly compensated employee total annual compensation threshold, and a mechanism for updating these earnings thresholds to reflect current earnings data. On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department’s 2024 final rule. Consequently, with regard to enforcement, the Department is applying the 2019 rule’s minimum salary level of \\$684 per week and total annual compensation requirement for highly compensated employees of \\$107,432 per year. Lawsuits regarding the 2024 final rule are currently pending in two other federal district courts, and the United States has filed a notice of appeal from the November 15 decision. The Department will update this notice with additional information as it becomes available.\n\nThe Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than \\$7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek.\n\n- [**FLSA Minimum Wage**](https:\/\/www.dol.gov\/agencies\/whd\/minimum-wage): The federal minimum wage is \\$7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage.\n- [**FLSA Overtime**](https:\/\/www.dol.gov\/agencies\/whd\/overtimepay): Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours – seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days.\n- [**FLSA Tip Regulations**](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/tips): The FLSA allows employers who meet certain criteria to take a partial credit against their minimum wage obligations for tipped employees—those engaged in an occupation in which they customarily and regularly receive tips.\n- [**Hours Worked**](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/22-flsa-hours-worked): Hours worked ordinarily include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace.\n- [**Recordkeeping**](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/21-flsa-recordkeeping): Employers must display an official poster outlining the requirements of the FLSA. Employers must also keep employee time and pay records.\n- [**Child Labor**](https:\/\/www.dol.gov\/agencies\/whd\/child-labor): These 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.\n\nOn January 10, 2024, the U.S. Department of Labor published a final rule [Employee or Independent Contractor Classification Under the Fair Labor Standards Act](https:\/\/www.federalregister.gov\/public-inspection\/2024-00067\/employee-or-independent-contractor-classification-under-the-fair-labor-standards-act), effective March 11, 2024, revising the Department’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act (FLSA). This final rule rescinds the Independent Contractor Status Under the Fair Labor Standards Act rule ([2021 IC Rule](https:\/\/www.federalregister.gov\/documents\/2021\/01\/07\/2020-29274\/independent-contractor-status-under-the-fair-labor-standards-act), 86 FR 1168), that was published on January 7, 2021. This guidance will be updated.\n\n## General Guidance\n- [Handy Reference Guide to the FLSA](https:\/\/www.dol.gov\/agencies\/whd\/compliance-assistance\/handy-reference-guide-flsa)\n  - [Guía Práctica Referente a la Ley de Normas Justas de Trabajo](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/wh1282_SPANISH.pdf)\n- [Fact Sheets](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets)\n- [Employment Law Guide: Minimum Wage and Overtime Pay](https:\/\/webapps.dol.gov\/elaws\/elg\/)\n- [Questions and Answers about the FLSA](https:\/\/webapps.dol.gov\/elaws\/flsa.htm)\n- [Information on Furloughs and Other Reductions in Pay](https:\/\/www.dol.gov\/agencies\/whd\/fact-sheets\/70-flsa-furloughs)\n- [Break Time for Nursing Mothers](https:\/\/www.dol.gov\/agencies\/whd\/nursing-mothers)\n- ['How to File a Complaint' Card (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint.pdf)\n  - [Spanish Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Spanish.pdf)\n  - [Chinese Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_CHINESE.pdf)\n  - [Korean Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Korean.pdf)\n  - [Polish Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Polish.pdf)\n  - [Tagalog Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_TAGALOG.pdf)\n  - [Thai Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Thai.pdf)\n  - [Russian Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Russian.pdf)\n  - [Vietnamese Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Viet.pdf)\n  - [Haitian Creole Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/WHD1498HowToFileAComplaint_Hait.pdf)\n- [FLSA Resources for Puerto Rico](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/puerto-rico)\n- [Misclassification of Employees as Independent Contractors](https:\/\/www.dol.gov\/agencies\/whd\/flsa\/misclassification)\n- [Minimum Wage and Overtime Pay for Direct Care Workers](https:\/\/www.dol.gov\/agencies\/whd\/direct-care)\n- [Holiday Season Employment Information](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/HolidaySeasonEmplymntInfo.pdf)\n## Posters\n- [FLSA Minimum Wage Poster](https:\/\/www.dol.gov\/agencies\/whd\/posters\/flsa)\n  - [Spanish Version](https:\/\/www.dol.gov\/agencies\/whd\/posters\/flsa\/espanol)\n  - [Chinese Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/minwagecn.pdf)\n  - [Russian Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/FLSAPosterRuss.pdf)\n  - [Thai Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/MinWageThai.pdf)\n  - [Hmong Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/MinWageHmong.pdf)\n  - [Vietnamese Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/minwageViet.pdf)\n  - [Korean Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/minwageKorean.pdf)\n  - [Polish Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/FLSAPosterPolish.pdf)\n  - [Haitian Creole Version (PDF)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/minwageHait.pdf)\n- [Additional FLSA Posters](https:\/\/www.dol.gov\/agencies\/whd\/posters)\n## Interpretive Guidance\n- [Administrator Interpretations](https:\/\/www.dol.gov\/agencies\/whd\/opinion-letters\/administrator-interpretation\/flsa)\n- [Opinion Letters](https:\/\/www.dol.gov\/agencies\/whd\/opinion-letters\/request\/existing-guidance)\n- [Field Handbook](https:\/\/www.dol.gov\/agencies\/whd\/field-operations-handbook)\n- [Field Bulletins](https:\/\/www.dol.gov\/agencies\/whd\/field-assistance-bulletins)\n## E-tools\n- The [Coverage and Employment Status Advisor](https:\/\/webapps.dol.gov\/elaws\/whd\/flsa\/scope\/screen9.asp) helps identify which workers are employees covered by the FLSA.\n- The [Hours Worked Advisor](https:\/\/webapps.dol.gov\/elaws\/whd\/flsa\/hoursworked\/default.asp) provides information to help determine which hours spent in work-related activities are considered FLSA “hours worked” and therefore must be paid.\n- The [Overtime Security Advisor](https:\/\/webapps.dol.gov\/elaws\/overtime.htm) helps determine which employees are exempt from the FLSA minimum wage and overtime pay requirements under the Part 541 overtime regulations.\n- The [Overtime Calculator Advisor](https:\/\/webapps.dol.gov\/elaws\/otcalculator.htm) computes the amount of overtime pay due in a sample pay period based on information from the user.\n- The [Child Labor Rules Advisor](https:\/\/webapps.dol.gov\/elaws\/whd\/flsa\/cl\/default.htm) answers questions about the FLSA’s youth employment provisions, including at what age young people can work and the jobs they can perform.\n## Presentations\n- [Comprehensive FLSA Presentation (Microsoft PowerPoint)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/comprehensive.ppt)\n- [Executive, Administrative, and Professional Exemption Presentation (Microsoft PowerPoint)](https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/presentation.ppt)\n## Applicable Laws and Regulations\n### Law\n- [Fair Labor Standards Act](https:\/\/uscode.house.gov\/view.xhtml?path=\/prelim@title29\/chapter8&edition=prelim)\n### Regulations\n- [29 CFR Chapter V](https:\/\/www.ecfr.gov\/current\/title-29\/subtitle-B\/chapter-V)\n## [Civil Money Penalty Inflation Adjustments](https:\/\/www.ecfr.gov\/current\/title-29\/subtitle-B\/chapter-V)\n[Starting in 2016, agencies across the federal government must adjust their penalties for inflation each year. Below is a table that reflects the adjustments that have occurred for penalties under this statute. For more information on the penalty adjustments, go](https:\/\/www.ecfr.gov\/current\/title-29\/subtitle-B\/chapter-V) [here](https:\/\/www.dol.gov\/agencies\/whd\/resources\/penalties).\n\n| Type of Violation | Statutory Citation | CFR Citation | Maximum Civil Monetary Penalty on or before 1\/15\/2025 | Maximum Civil Monetary Penalty on or after 1\/16\/2025 |\n|---|---|---|---|---|\n| Homeworker:Violation of recordkeeping, monetary, certificate or other statutes, regulations or employer assurances. | 29 USC 211(d) | 29 CFR 530.302 | \\$1,280 | \\$1,313 |\n| Child labor:(1) Violation of child labor standards (sec 212 or 213(c)); | 29 USC 216(e)(1)(A)(i) | 29 CFR 570.140(b)(1) and 29 CFR 579.1(a)(1)(i)(A) | \\$15,629 | \\$16,035 |\n| (2) Violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor; | 29 USC 216(e)(1)(A)(ii) | 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) | \\$71,031 | \\$72,876 |\n| (3) Willful or repeated violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor | 29 USC 216(e)(1)(A)(ii) | 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) | \\$142,062 | \\$145,752 |\n| (4) Repeated or willful violation of section 206 or 207. | 29 USC 216(e) | 29 CFR 579.1(a)(2) | \\$2,451 | \\$2,515 |\n| (5) Violation of section 203(m)(2)(B) | 29 USC 216(e)(2) | 29 CFR 579.1(a)(2)(ii) and 29 CFR 578.3(a)(1) | \\$1,373 | \\$1,409 |","meta_canonical":null}

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URL	https://www.dol.gov/agencies/whd/flsa
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Meta Title	Wages and the Fair Labor Standards Act \| U.S. Department of Labor
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Boilerpipe Text	On April 26, 2024, the U.S. Department of Labor (Department) published a final rule, Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees , to update and revise the regulations issued under section 13(a)(1) of the Fair Labor Standards Act implementing the exemption from minimum wage and overtime pay requirements for executive, administrative, and professional employees. Revisions included increases to the standard salary level and the highly compensated employee total annual compensation threshold, and a mechanism for updating these earnings thresholds to reflect current earnings data. On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department’s 2024 final rule. Consequently, with regard to enforcement, the Department is applying the 2019 rule’s minimum salary level of $684 per week and total annual compensation requirement for highly compensated employees of $107,432 per year. Lawsuits regarding the 2024 final rule are currently pending in two other federal district courts, and the United States has filed a notice of appeal from the November 15 decision. The Department will update this notice with additional information as it becomes available. The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than $7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek. FLSA Minimum Wage : The federal minimum wage is $7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage. FLSA Overtime : Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours – seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days. FLSA Tip Regulations : The FLSA allows employers who meet certain criteria to take a partial credit against their minimum wage obligations for tipped employees—those engaged in an occupation in which they customarily and regularly receive tips. Hours Worked : Hours worked ordinarily include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace. Recordkeeping : Employers must display an official poster outlining the requirements of the FLSA. Employers must also keep employee time and pay records. Child Labor : These 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. On January 10, 2024, the U.S. Department of Labor published a final rule Employee or Independent Contractor Classification Under the Fair Labor Standards Act , effective March 11, 2024, revising the Department’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act (FLSA). This final rule rescinds the Independent Contractor Status Under the Fair Labor Standards Act rule ( 2021 IC Rule , 86 FR 1168), that was published on January 7, 2021. This guidance will be updated. General Guidance Handy Reference Guide to the FLSA Guía Práctica Referente a la Ley de Normas Justas de Trabajo Fact Sheets Employment Law Guide: Minimum Wage and Overtime Pay Questions and Answers about the FLSA Information on Furloughs and Other Reductions in Pay Break Time for Nursing Mothers 'How to File a Complaint' Card (PDF) Spanish Version (PDF) Chinese Version (PDF) Korean Version (PDF) Polish Version (PDF) Tagalog Version (PDF) Thai Version (PDF) Russian Version (PDF) Vietnamese Version (PDF) Haitian Creole Version (PDF) FLSA Resources for Puerto Rico Misclassification of Employees as Independent Contractors Minimum Wage and Overtime Pay for Direct Care Workers Holiday Season Employment Information Posters FLSA Minimum Wage Poster Spanish Version Chinese Version (PDF) Russian Version (PDF) Thai Version (PDF) Hmong Version (PDF) Vietnamese Version (PDF) Korean Version (PDF) Polish Version (PDF) Haitian Creole Version (PDF) Additional FLSA Posters Interpretive Guidance Administrator Interpretations Opinion Letters Field Handbook Field Bulletins E-tools The Coverage and Employment Status Advisor helps identify which workers are employees covered by the FLSA. The Hours Worked Advisor provides information to help determine which hours spent in work-related activities are considered FLSA “hours worked” and therefore must be paid. The Overtime Security Advisor helps determine which employees are exempt from the FLSA minimum wage and overtime pay requirements under the Part 541 overtime regulations. The Overtime Calculator Advisor computes the amount of overtime pay due in a sample pay period based on information from the user. The Child Labor Rules Advisor answers questions about the FLSA’s youth employment provisions, including at what age young people can work and the jobs they can perform. Presentations Comprehensive FLSA Presentation (Microsoft PowerPoint) Executive, Administrative, and Professional Exemption Presentation (Microsoft PowerPoint) Applicable Laws and Regulations Law Fair Labor Standards Act Regulations 29 CFR Chapter V Civil Money Penalty Inflation Adjustments Starting in 2016, agencies across the federal government must adjust their penalties for inflation each year. Below is a table that reflects the adjustments that have occurred for penalties under this statute. For more information on the penalty adjustments, go here . Civil Money Penalty Inflation Adjustments Type of Violation Statutory Citation CFR Citation Maximum Civil Monetary Penalty on or before 1/15/2025 Maximum Civil Monetary Penalty on or after 1/16/2025 Homeworker: Violation of recordkeeping, monetary, certificate or other statutes, regulations or employer assurances. 29 USC 211(d) 29 CFR 530.302 $1,280 $1,313 Child labor: (1) Violation of child labor standards (sec 212 or 213(c)); 29 USC 216(e)(1)(A)(i) 29 CFR 570.140(b)(1) and 29 CFR 579.1(a)(1)(i)(A) $15,629 $16,035 (2) Violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor; 29 USC 216(e)(1)(A)(ii) 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) $71,031 $72,876 (3) Willful or repeated violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor 29 USC 216(e)(1)(A)(ii) 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) $142,062 $145,752 (4) Repeated or willful violation of section 206 or 207. 29 USC 216(e) 29 CFR 579.1(a)(2) $2,451 $2,515 (5) Violation of section 203(m)(2)(B) 29 USC 216(e)(2) 29 CFR 579.1(a)(2)(ii) and 29 CFR 578.3(a)(1) $1,373 $1,409
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[CONTACT US](https://www.dol.gov/agencies/whd/contact) - [ESPAÑOL](https://www.dol.gov/general/topic/spanish-speakingtopic) Breadcrumb - [WHD](https://www.dol.gov/agencies/whd) # Wages and the Fair Labor Standards Act More in This Section [Close](https://www.dol.gov/agencies/whd/flsa) - [Minimum Wage](https://www.dol.gov/agencies/whd/minimum-wage) - [Overtime Pay](https://www.dol.gov/agencies/whd/overtime) - [Earnings thresholds for the Executive, Administrative, and Professional exemption from minimum wage and overtime protections under the FLSA](https://www.dol.gov/agencies/whd/overtime/salary-levels) - [Hours Worked](https://www.dol.gov/node/106621) - [Recordkeeping](https://www.dol.gov/agencies/whd/flsa/recordkeeping-redirect) - [Federal Wage Garnishments](https://www.dol.gov/agencies/whd/wage-garnishment) - [Direct Care Workers](https://www.dol.gov/node/106624) On April 26, 2024, the U.S. Department of Labor (Department) published a final rule, [Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees](https://www.federalregister.gov/public-inspection/2024-08038/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and), to update and revise the regulations issued under section 13(a)(1) of the Fair Labor Standards Act implementing the exemption from minimum wage and overtime pay requirements for executive, administrative, and professional employees. Revisions included increases to the standard salary level and the highly compensated employee total annual compensation threshold, and a mechanism for updating these earnings thresholds to reflect current earnings data. On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department’s 2024 final rule. Consequently, with regard to enforcement, the Department is applying the 2019 rule’s minimum salary level of \$684 per week and total annual compensation requirement for highly compensated employees of \$107,432 per year. Lawsuits regarding the 2024 final rule are currently pending in two other federal district courts, and the United States has filed a notice of appeal from the November 15 decision. The Department will update this notice with additional information as it becomes available. The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than \$7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek. - [FLSA Minimum Wage](https://www.dol.gov/agencies/whd/minimum-wage): The federal minimum wage is \$7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage. - [FLSA Overtime](https://www.dol.gov/agencies/whd/overtimepay): Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours – seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days. - [FLSA Tip Regulations](https://www.dol.gov/agencies/whd/flsa/tips): The FLSA allows employers who meet certain criteria to take a partial credit against their minimum wage obligations for tipped employees—those engaged in an occupation in which they customarily and regularly receive tips. - [Hours Worked](https://www.dol.gov/agencies/whd/fact-sheets/22-flsa-hours-worked): Hours worked ordinarily include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace. - [Recordkeeping](https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping): Employers must display an official poster outlining the requirements of the FLSA. Employers must also keep employee time and pay records. - [Child Labor](https://www.dol.gov/agencies/whd/child-labor): These 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. On January 10, 2024, the U.S. Department of Labor published a final rule [Employee or Independent Contractor Classification Under the Fair Labor Standards Act](https://www.federalregister.gov/public-inspection/2024-00067/employee-or-independent-contractor-classification-under-the-fair-labor-standards-act), effective March 11, 2024, revising the Department’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act (FLSA). This final rule rescinds the Independent Contractor Status Under the Fair Labor Standards Act rule ([2021 IC Rule](https://www.federalregister.gov/documents/2021/01/07/2020-29274/independent-contractor-status-under-the-fair-labor-standards-act), 86 FR 1168), that was published on January 7, 2021. This guidance will be updated. ## General Guidance - [Handy Reference Guide to the FLSA](https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa) - [Guía Práctica Referente a la Ley de Normas Justas de Trabajo](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/wh1282_SPANISH.pdf) - [Fact Sheets](https://www.dol.gov/agencies/whd/fact-sheets) - [Employment Law Guide: Minimum Wage and Overtime Pay](https://webapps.dol.gov/elaws/elg/) - [Questions and Answers about the FLSA](https://webapps.dol.gov/elaws/flsa.htm) - [Information on Furloughs and Other Reductions in Pay](https://www.dol.gov/agencies/whd/fact-sheets/70-flsa-furloughs) - [Break Time for Nursing Mothers](https://www.dol.gov/agencies/whd/nursing-mothers) - ['How to File a Complaint' Card (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint.pdf) - [Spanish Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Spanish.pdf) - [Chinese Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_CHINESE.pdf) - [Korean Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Korean.pdf) - [Polish Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Polish.pdf) - [Tagalog Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_TAGALOG.pdf) - [Thai Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Thai.pdf) - [Russian Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Russian.pdf) - [Vietnamese Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Viet.pdf) - [Haitian Creole Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Hait.pdf) - [FLSA Resources for Puerto Rico](https://www.dol.gov/agencies/whd/flsa/puerto-rico) - [Misclassification of Employees as Independent Contractors](https://www.dol.gov/agencies/whd/flsa/misclassification) - [Minimum Wage and Overtime Pay for Direct Care Workers](https://www.dol.gov/agencies/whd/direct-care) - [Holiday Season Employment Information](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/HolidaySeasonEmplymntInfo.pdf) ## Posters - [FLSA Minimum Wage Poster](https://www.dol.gov/agencies/whd/posters/flsa) - [Spanish Version](https://www.dol.gov/agencies/whd/posters/flsa/espanol) - [Chinese Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/minwagecn.pdf) - [Russian Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/FLSAPosterRuss.pdf) - [Thai Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/MinWageThai.pdf) - [Hmong Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/MinWageHmong.pdf) - [Vietnamese Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/minwageViet.pdf) - [Korean Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/minwageKorean.pdf) - [Polish Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/FLSAPosterPolish.pdf) - [Haitian Creole Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/minwageHait.pdf) - [Additional FLSA Posters](https://www.dol.gov/agencies/whd/posters) ## Interpretive Guidance - [Administrator Interpretations](https://www.dol.gov/agencies/whd/opinion-letters/administrator-interpretation/flsa) - [Opinion Letters](https://www.dol.gov/agencies/whd/opinion-letters/request/existing-guidance) - [Field Handbook](https://www.dol.gov/agencies/whd/field-operations-handbook) - [Field Bulletins](https://www.dol.gov/agencies/whd/field-assistance-bulletins) ## E-tools - The [Coverage and Employment Status Advisor](https://webapps.dol.gov/elaws/whd/flsa/scope/screen9.asp) helps identify which workers are employees covered by the FLSA. - The [Hours Worked Advisor](https://webapps.dol.gov/elaws/whd/flsa/hoursworked/default.asp) provides information to help determine which hours spent in work-related activities are considered FLSA “hours worked” and therefore must be paid. - The [Overtime Security Advisor](https://webapps.dol.gov/elaws/overtime.htm) helps determine which employees are exempt from the FLSA minimum wage and overtime pay requirements under the Part 541 overtime regulations. - The [Overtime Calculator Advisor](https://webapps.dol.gov/elaws/otcalculator.htm) computes the amount of overtime pay due in a sample pay period based on information from the user. - The [Child Labor Rules Advisor](https://webapps.dol.gov/elaws/whd/flsa/cl/default.htm) answers questions about the FLSA’s youth employment provisions, including at what age young people can work and the jobs they can perform. ## Presentations - [Comprehensive FLSA Presentation (Microsoft PowerPoint)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/comprehensive.ppt) - [Executive, Administrative, and Professional Exemption Presentation (Microsoft PowerPoint)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/presentation.ppt) ## Applicable Laws and Regulations ### Law - [Fair Labor Standards Act](https://uscode.house.gov/view.xhtml?path=/prelim@title29/chapter8&edition=prelim) ### Regulations - [29 CFR Chapter V](https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V) ## [Civil Money Penalty Inflation Adjustments](https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V) [Starting in 2016, agencies across the federal government must adjust their penalties for inflation each year. Below is a table that reflects the adjustments that have occurred for penalties under this statute. For more information on the penalty adjustments, go](https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V) [here](https://www.dol.gov/agencies/whd/resources/penalties). \| Type of Violation \| Statutory Citation \| CFR Citation \| Maximum Civil Monetary Penalty on or before 1/15/2025 \| Maximum Civil Monetary Penalty on or after 1/16/2025 \| \|---\|---\|---\|---\|---\| \| Homeworker: Violation of recordkeeping, monetary, certificate or other statutes, regulations or employer assurances. \| 29 USC 211(d) \| 29 CFR 530.302 \| \$1,280 \| \$1,313 \| \| Child labor: (1) Violation of child labor standards (sec 212 or 213(c)); \| 29 USC 216(e)(1)(A)(i) \| 29 CFR 570.140(b)(1) and 29 CFR 579.1(a)(1)(i)(A) \| \$15,629 \| \$16,035 \| \| (2) Violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor; \| 29 USC 216(e)(1)(A)(ii) \| 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) \| \$71,031 \| \$72,876 \| \| (3) Willful or repeated violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor \| 29 USC 216(e)(1)(A)(ii) \| 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) \| \$142,062 \| \$145,752 \| \| (4) Repeated or willful violation of section 206 or 207. \| 29 USC 216(e) \| 29 CFR 579.1(a)(2) \| \$2,451 \| \$2,515 \| \| (5) Violation of section 203(m)(2)(B) \| 29 USC 216(e)(2) \| 29 CFR 579.1(a)(2)(ii) and 29 CFR 578.3(a)(1) \| \$1,373 \| \$1,409 \| [Scroll to Top](https://www.dol.gov/agencies/whd/flsa) - [Topics](https://www.dol.gov/agencies/whd/topics) - [Worker Rights](https://www.dol.gov/agencies/whd/workers) - [For Employers](https://www.dol.gov/agencies/whd/employers) - [Resources](https://www.dol.gov/agencies/whd/resources) - [Interpretive Guidance](https://www.dol.gov/agencies/whd/interpretive-guidance) - [State Laws](https://www.dol.gov/agencies/whd/state-laws) [![United States Department of Labor](https://www.dol.gov/themes/opa_theme/img/DOL-MasterLogo_BLUE.svg)](https://www.dol.gov/ "Home") Wage and Hour Division An agency within the U.S. Department of Labor 200 Constitution Ave NW Washington, DC 20210 [1-866-4-US-WAGE 1-866-487-9243](tel:1-866-487-9243) [www.dol.gov](https://www.dol.gov/) Federal Government - [White House](https://www.whitehouse.gov/) - [Disaster Recovery Assistance](https://www.dol.gov/general/disasterrecovery) - [DisasterAssistance.gov](https://www.disasterassistance.gov/) - [USA.gov](https://www.usa.gov/) - [No Fear Act Data](https://www.dol.gov/agencies/oasam/centers-offices/civil-rights-center/resports/notification-and-federal-employee-antidiscrimination-retaliation-act-of-2002) - [U.S. Office of Special Counsel](https://osc.gov/) Labor Department - [About DOL](https://www.dol.gov/general/aboutdol) - [Guidance Search](https://www.dol.gov/guidance) - [Español](https://www.dol.gov/general/topic/spanish-speakingtopic) - [Office of Inspector General](https://www.oig.dol.gov/) - [A to Z Index](https://www.dol.gov/general/siteindex) WHD Portals - [YouthRules\!](https://www.dol.gov/agencies/whd/youthrules "YouthRules!") - [Wage Determinations](https://sam.gov/content/wage-determinations) - [Accessibility Statement](https://www.dol.gov/general/aboutdol/accessibility) Connect With DOL [Facebook](https://www.facebook.com/departmentoflabor "Facebook for the United States Department of Labor") [X](https://twitter.com/WHD_DOL "Twitter for the United States Department of Labor") [Instagram](https://www.instagram.com/USDOL/ "Instagram for the United States Department of Labor") [LinkedIn](https://www.linkedin.com/company/u-s-department-of-labor/ "LinkedIn for the United States Department of Labor") [Youtube](https://www.youtube.com/user/USDepartmentofLabor "YouTube for the United States Department of Labor") [Important Website Notices](https://www.dol.gov/general/aboutdol/website-policies) [Privacy & Security Statement](https://www.dol.gov/general/privacynotice)
Readable Markdown	On April 26, 2024, the U.S. Department of Labor (Department) published a final rule, [Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees](https://www.federalregister.gov/public-inspection/2024-08038/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and), to update and revise the regulations issued under section 13(a)(1) of the Fair Labor Standards Act implementing the exemption from minimum wage and overtime pay requirements for executive, administrative, and professional employees. Revisions included increases to the standard salary level and the highly compensated employee total annual compensation threshold, and a mechanism for updating these earnings thresholds to reflect current earnings data. On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department’s 2024 final rule. Consequently, with regard to enforcement, the Department is applying the 2019 rule’s minimum salary level of \$684 per week and total annual compensation requirement for highly compensated employees of \$107,432 per year. Lawsuits regarding the 2024 final rule are currently pending in two other federal district courts, and the United States has filed a notice of appeal from the November 15 decision. The Department will update this notice with additional information as it becomes available. The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than \$7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek. - [FLSA Minimum Wage](https://www.dol.gov/agencies/whd/minimum-wage): The federal minimum wage is \$7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage. - [FLSA Overtime](https://www.dol.gov/agencies/whd/overtimepay): Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours – seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days. - [FLSA Tip Regulations](https://www.dol.gov/agencies/whd/flsa/tips): The FLSA allows employers who meet certain criteria to take a partial credit against their minimum wage obligations for tipped employees—those engaged in an occupation in which they customarily and regularly receive tips. - [Hours Worked](https://www.dol.gov/agencies/whd/fact-sheets/22-flsa-hours-worked): Hours worked ordinarily include all the time during which an employee is required to be on the employer’s premises, on duty, or at a prescribed workplace. - [Recordkeeping](https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping): Employers must display an official poster outlining the requirements of the FLSA. Employers must also keep employee time and pay records. - [Child Labor](https://www.dol.gov/agencies/whd/child-labor): These 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. On January 10, 2024, the U.S. Department of Labor published a final rule [Employee or Independent Contractor Classification Under the Fair Labor Standards Act](https://www.federalregister.gov/public-inspection/2024-00067/employee-or-independent-contractor-classification-under-the-fair-labor-standards-act), effective March 11, 2024, revising the Department’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act (FLSA). This final rule rescinds the Independent Contractor Status Under the Fair Labor Standards Act rule ([2021 IC Rule](https://www.federalregister.gov/documents/2021/01/07/2020-29274/independent-contractor-status-under-the-fair-labor-standards-act), 86 FR 1168), that was published on January 7, 2021. This guidance will be updated. ## General Guidance - [Handy Reference Guide to the FLSA](https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa) - [Guía Práctica Referente a la Ley de Normas Justas de Trabajo](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/wh1282_SPANISH.pdf) - [Fact Sheets](https://www.dol.gov/agencies/whd/fact-sheets) - [Employment Law Guide: Minimum Wage and Overtime Pay](https://webapps.dol.gov/elaws/elg/) - [Questions and Answers about the FLSA](https://webapps.dol.gov/elaws/flsa.htm) - [Information on Furloughs and Other Reductions in Pay](https://www.dol.gov/agencies/whd/fact-sheets/70-flsa-furloughs) - [Break Time for Nursing Mothers](https://www.dol.gov/agencies/whd/nursing-mothers) - ['How to File a Complaint' Card (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint.pdf) - [Spanish Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Spanish.pdf) - [Chinese Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_CHINESE.pdf) - [Korean Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Korean.pdf) - [Polish Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Polish.pdf) - [Tagalog Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_TAGALOG.pdf) - [Thai Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Thai.pdf) - [Russian Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Russian.pdf) - [Vietnamese Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Viet.pdf) - [Haitian Creole Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/WHD1498HowToFileAComplaint_Hait.pdf) - [FLSA Resources for Puerto Rico](https://www.dol.gov/agencies/whd/flsa/puerto-rico) - [Misclassification of Employees as Independent Contractors](https://www.dol.gov/agencies/whd/flsa/misclassification) - [Minimum Wage and Overtime Pay for Direct Care Workers](https://www.dol.gov/agencies/whd/direct-care) - [Holiday Season Employment Information](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/HolidaySeasonEmplymntInfo.pdf) ## Posters - [FLSA Minimum Wage Poster](https://www.dol.gov/agencies/whd/posters/flsa) - [Spanish Version](https://www.dol.gov/agencies/whd/posters/flsa/espanol) - [Chinese Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/minwagecn.pdf) - [Russian Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/FLSAPosterRuss.pdf) - [Thai Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/MinWageThai.pdf) - [Hmong Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/MinWageHmong.pdf) - [Vietnamese Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/minwageViet.pdf) - [Korean Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/minwageKorean.pdf) - [Polish Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/FLSAPosterPolish.pdf) - [Haitian Creole Version (PDF)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/minwageHait.pdf) - [Additional FLSA Posters](https://www.dol.gov/agencies/whd/posters) ## Interpretive Guidance - [Administrator Interpretations](https://www.dol.gov/agencies/whd/opinion-letters/administrator-interpretation/flsa) - [Opinion Letters](https://www.dol.gov/agencies/whd/opinion-letters/request/existing-guidance) - [Field Handbook](https://www.dol.gov/agencies/whd/field-operations-handbook) - [Field Bulletins](https://www.dol.gov/agencies/whd/field-assistance-bulletins) ## E-tools - The [Coverage and Employment Status Advisor](https://webapps.dol.gov/elaws/whd/flsa/scope/screen9.asp) helps identify which workers are employees covered by the FLSA. - The [Hours Worked Advisor](https://webapps.dol.gov/elaws/whd/flsa/hoursworked/default.asp) provides information to help determine which hours spent in work-related activities are considered FLSA “hours worked” and therefore must be paid. - The [Overtime Security Advisor](https://webapps.dol.gov/elaws/overtime.htm) helps determine which employees are exempt from the FLSA minimum wage and overtime pay requirements under the Part 541 overtime regulations. - The [Overtime Calculator Advisor](https://webapps.dol.gov/elaws/otcalculator.htm) computes the amount of overtime pay due in a sample pay period based on information from the user. - The [Child Labor Rules Advisor](https://webapps.dol.gov/elaws/whd/flsa/cl/default.htm) answers questions about the FLSA’s youth employment provisions, including at what age young people can work and the jobs they can perform. ## Presentations - [Comprehensive FLSA Presentation (Microsoft PowerPoint)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/comprehensive.ppt) - [Executive, Administrative, and Professional Exemption Presentation (Microsoft PowerPoint)](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/presentation.ppt) ## Applicable Laws and Regulations ### Law - [Fair Labor Standards Act](https://uscode.house.gov/view.xhtml?path=/prelim@title29/chapter8&edition=prelim) ### Regulations - [29 CFR Chapter V](https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V) ## [Civil Money Penalty Inflation Adjustments](https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V) [Starting in 2016, agencies across the federal government must adjust their penalties for inflation each year. Below is a table that reflects the adjustments that have occurred for penalties under this statute. For more information on the penalty adjustments, go](https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V) [here](https://www.dol.gov/agencies/whd/resources/penalties). \| Type of Violation \| Statutory Citation \| CFR Citation \| Maximum Civil Monetary Penalty on or before 1/15/2025 \| Maximum Civil Monetary Penalty on or after 1/16/2025 \| \|---\|---\|---\|---\|---\| \| Homeworker:Violation of recordkeeping, monetary, certificate or other statutes, regulations or employer assurances. \| 29 USC 211(d) \| 29 CFR 530.302 \| \$1,280 \| \$1,313 \| \| Child labor:(1) Violation of child labor standards (sec 212 or 213(c)); \| 29 USC 216(e)(1)(A)(i) \| 29 CFR 570.140(b)(1) and 29 CFR 579.1(a)(1)(i)(A) \| \$15,629 \| \$16,035 \| \| (2) Violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor; \| 29 USC 216(e)(1)(A)(ii) \| 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) \| \$71,031 \| \$72,876 \| \| (3) Willful or repeated violation of child labor standards (sec 212 or 213(c)) that causes the serious injury or death of a minor \| 29 USC 216(e)(1)(A)(ii) \| 29 CFR 570.140(b)(2) and 29 CFR 579.1(a)(1)(i)(B) \| \$142,062 \| \$145,752 \| \| (4) Repeated or willful violation of section 206 or 207. \| 29 USC 216(e) \| 29 CFR 579.1(a)(2) \| \$2,451 \| \$2,515 \| \| (5) Violation of section 203(m)(2)(B) \| 29 USC 216(e)(2) \| 29 CFR 579.1(a)(2)(ii) and 29 CFR 578.3(a)(1) \| \$1,373 \| \$1,409 \|
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