http://resources.lawinfo.com/en/Legal-FAQs/Wages-and-Hours/index.html LawInfo - Legal Resource Center offers free legal forms and free legal documents that is designed to help consumers and businesses resolve their legal issues http://resources.lawinfo.com/en/Legal-FAQs/Wages-and-Hours/Federal/what-does-the-fair-labor-standards-act-govern.html The Fair Labor Standards Act (FLSA) sets minimum wage, overtime pay, equal pay, record keeping requirements and child labor standards. Wages and Hours FAQs Tue, 06 Nov 2007 21:16:13 GMT http://resources.lawinfo.com/en/Legal-FAQs/Wages-and-Hours/Federal/what-is-the-minimum-wage-.html In May 2007, Federal minimum wage was increased to $7.25 per hour, but will be implemented in three stages ($5.85 by July 24, 2007, $6.55 by July 24, 2008 and $7.25 by July 24, 2009). However, States can set minimum wages higher for their state, but not lower. Wages and Hours FAQs Sat, 28 Jun 2008 15:01:56 GMT http://resources.lawinfo.com/en/Legal-FAQs/Wages-and-Hours/Federal/how-many-hours-is-full-time-employment-how-ma.html This is a matter generally determined by an employer. Many people mistakenly believe that full-time employment consists of 40 hours per week.  However, the federal Fair Labor Standards Act (FLSA) does not define full-time employment or part-time employment.  The FLSA does require, however, that overtime pay be paid after 40 hours of work in a workweek.   This may be the reason many employers cap full-time employment at 40 hours per week.  Wages and Hours FAQs Wed, 02 Apr 2008 05:25:45 GMT http://resources.lawinfo.com/en/Legal-FAQs/Wages-and-Hours/Federal/when-is-overtime-pay-due-.html For covered, nonexempt employees, the FLSA requires overtime pay at a rate of not less than one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek. Some exceptions to the 40 hours per week standard apply under special circumstances to police officers and fire fighters employed by public agencies and to employees of hospitals and nursing homes. Some states have also enacted overtime laws. Where an employee is subject to both the state and Federal overtime laws, the employee is entitled to overtime according to the higher standard (i.e., the standard that will provide the higher rate of pay).  For example, in California, overtime is due after 40 hours of work or after 8 hours of work per day. Wages and Hours FAQs Tue, 06 Nov 2007 21:20:51 GMT http://resources.lawinfo.com/en/Legal-FAQs/Wages-and-Hours/Federal/when-must-break-and-meal-periods-be-given-.html The FLSA does not require breaks or meal periods be given to workers. Some states may have requirements for breaks or meal periods. If you work in a state which does not require breaks or meal periods, these benefits are a matter of agreement between the employer and the employee (or the employee's representative). Wages and Hours FAQs Mon, 12 May 2008 23:45:01 GMT http://resources.lawinfo.com/en/Legal-FAQs/Wages-and-Hours/Federal/is-the-employer-required-to-keep-a-copy-of-my.html The FLSA does require that employers keep accurate records of hours worked and wages paid to employees. However, the FLSA does not require an employer to provide employees pay stubs. Some states have laws that require employers to furnish copies or reasonable access to employee records. Wages and Hours FAQs Tue, 06 Nov 2007 21:22:31 GMT http://resources.lawinfo.com/en/Legal-FAQs/Wages-and-Hours/Federal/what-notices-must-be-given-before-an-employee.html The FLSA has no requirement for notice to an employee prior to termination or lay-off. In some situations, the WARN Act provides for notice to workers prior to lay-off. Some states may have requirements for employee notification prior to termination or lay-off. Wages and Hours FAQs Tue, 06 Nov 2007 21:22:35 GMT http://resources.lawinfo.com/en/Legal-FAQs/Wages-and-Hours/Federal/what-administrative-body-may-impose-remedies-.html With the exception of certain federal employees, the administration and enforcement of the FLSA is the responsibility of the Department of Labor’s Wage and Hour Division of the Employment Standards Administration (ESA). The FLSA can be enforced by private employee lawsuits or by actions taken by the Department of Labor. The Department of Labor can also seek injunctive relief. Should an employer lose a case in court, employees generally collect back pay and liquidated damages in the amount of back pay (double damages). Attorney fees are also recoverable. Ignorance of the law is no defense for employers. There is a two-year statute of limitations. There is a three-year limit if a willful violation. 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