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The federal overtime provisions are contained in the Fair Labor Standards Act (FLSA). Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay.
A cornerstone of that promise is the Fair Labor Standards Act’s (FLSA) requirement that when most workers work more than 40 hours in a week, they get paid more. The Department of Labor’s new overtime regulation is restoring and extending this promise for millions more lower-paid salaried workers in the U.S.
The final rule updates and revises 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 (EAP) employees.
The federal overtime provisions are contained in the Fair Labor Standards Act. The overtime site contains helpful guidance materials, fact sheets, and e-tools and presentations that address overtime pay requirements.
Federal law exempts workers with "executive, administrative, and professional" (EAP) duties from receiving overtime pay, and the Labor Department has for decades used salary as one factor in ...
Unless specifically exempt, you have the right under federal law to receive overtime pay, or not less than 1.5 times your regular rate of pay, after 40 hours of work in a seven-day workweek. You have the right to be paid for all hours you work in a workweek.
Employers must pay overtime if: You are a covered nonexempt employee; You work more than 40 hours during a workweek; The overtime rate must be at least 1.5 times the amount of your hourly pay rate. Your employer must pay you at the overtime rate for the extra hours you worked. Learn more about overtime pay from the Department of Labor.
The Labor Department's now-scuttled rule would have marked the biggest increase to that cap in decades. Employers were required pay overtime to salaried workers who make less than $43,888 a year ...
By Adam Bouka and Brit Merrill On November 15, 2024, the U.S. District Court for the Eastern District of Texas invalidated the Department of Labor’s (DOL) 2024 Final Rule, which increased salary thresholds for overtime exemptions under the Fair Labor Standards Act (FLSA).This decision in State of Texas v.Dep’t of Labor, Case No. 24-cv-468-SDJ, vacates the rule nationwide, halting its ...
The law authorizes the Department of Labor to investigate for compliance and, in the event of violations, to supervise the payment of unpaid wages or unpaid overtime compensation owing to any employee. The law also provides for enforcement in the courts.