What FLSA Covers and What Not?

By | December 30, 2014

Workers under the public and private sectors have the right for working under FLSA, and it protects the employees from the wage theft and from other abuses made on the employees by the employers. So, as an employee does you want to have a detailed picture of what FLSA covers and what it not along with the benefits that an employee can have under this act? Then, you can have a glance at this article.

What FLSA covers?

  • Minimum wage act and overtime pay – Under this act, the employee is subjected to the minimum wages as per the state minimum wage law; and the overtime is generally considered if the employee workers beyond the general working hours scheduled per a week. These laws are applicable, only, if the employee is covered under FLSA.
  • Equal pay act – This act shows the significance of having the equality between the men and women and it is applicable for the men and women who works or performs the job with the same levels of skills, with same expertise and responsibilities. This rule is followed as per the state labor law; and violating this law raises the gender discrimination.
  • Child labor law – Under this act, children are limited to certain jobs and certain working hours based on their age. There are several limitations until the age of 18 and after that there are no limitations as per work or working hours.

These are the main laws or acts that are covered under FLSA with respect to the employees. There are also few things that are not covered and they are listed below.

What FLSA doesn’t cover?
Employee benefits and the payroll is not covered under any law and they are:

  • Breaks – Some state and federal laws require breaks, and some doesn’t require; and some breaks are paid, and some are not paid. Breaks such as, nursing or breast pumping, smoking, lunch breaks are not paid breaks in some states. But, coffee or rest breaks are paid as they lead to the productivity of the organization or the company you are working.
  • Holidays and weekend pay – This is not required under any law and is considered usually as extra pay.
  • Shift differentials – This is higher hourly pay for second or third shifts opposed to the normal pay given to workers working in day time.
  • Pensions or retirement plans – FLSA doesn’t require even this also. But, if you have a pension plan, you need to at least work 1000 hours in 12 months.

These are some of the things or laws that comes under FLSA. So, make sure that you know these rules and regulations, if you are an employee.

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