Wage and Hour Laws under the FLSA
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
The Fair Labor Standards Act (FLSA) is one of the main federal laws that deal with minimum
wage, overtime, and working hours. It applies to most workers, but not everyone. One of the
first things we looked at was the difference between exempt and non-exempt employees.
Only non-exempt workers are entitled to overtime pay, which is time and a half for anything
over 40 hours a week.
Exempt employees usually have salaried jobs and work in executive, administrative, or
professional roles. But just because someone is on salary doesn’t automatically mean
they’re exempt—there’s a whole test involving job duties and salary thresholds.
Minimum wage is another key issue. The federal minimum is currently set by the FLSA, but
states can have their own minimums. If a state’s rate is higher, the employee gets that. This
creates a patchwork across the country, and it affects businesses that operate in multiple
states.
There’s also a lot of debate about misclassification. Some employers label workers as
independent contractors when they should be employees. That way, they can avoid paying
benefits, unemployment insurance, or overtime. But the Department of Labor has guidelines
to determine if a worker is truly independent—based on control, dependency, and the
nature of the work.
Another thing that comes up is recordkeeping. Employers are required to track hours worked
and wages paid, and failure to do so can result in penalties. If there’s a dispute and the
employer has no records, the courts tend to believe the employee’s estimate.
Meal and rest breaks aren’t required under the FLSA, but some states have their own laws.
It’s one of those areas where federal law sets a baseline, and states can build on top of it.
