|Basic Wage Standards
Covered nonexempt workers are entitled to a minimum wage of
not less than $4.75 an hour, effective October 1, 1996, and
not less than $5.15 an hour, effective September 1, 1997. Overtime
pay at a rate of not less than one and one-half times their
regular rates of pay is required after 40 hours of work in a
Wages required by FLSA are due on the regular payday for the
pay period covered. Deductions made from wages for such items
as cash or merchandise shortages, employer-required uniforms,
and tools of the trade, are not legal to the extent that they
reduce the wages of employees below the minimum rate required
by FLSA or reduce the amount of overtime pay due under FLSA.
The FLSA contains some exemptions from these basic standards.
Some apply to specific types of businesses; others apply to
specific kinds of work.
While FLSA does set basic minimum wage and overtime pay standards
and regulates the employment of minors, there are a number of
employment practices which FLSA does not regulate.
For example, FLSA does not require:
? vacation, holiday, severance, or sick pay;
? meal or rest periods, holidays off, or vacations;
? premium pay for weekend or holiday work;
? pay raises or fringe benefits; and
? a discharge notice, reason for discharge, or immediate payment
of final wages to terminated employees.
The FLSA does not provide wage payment or collection procedures
for an employee's usual or promised wages or commissions in
excess of those required by the FLSA. However, some States do
have laws under which such claims (sometimes including fringe
benefits) may be filed.
Also, FLSA does not limit the number of hours in a day or days
in a week an employee may be required or scheduled to work,
including overtime hours, if the employee is at least 16 years
The above matters are for agreement between the employer and
the employees or their authorized representatives.