MDOL has severalWage and Hour Compliance Assistance classesscheduled all over the state and we are scheduling additional sessions over the next six months. If you are interested in attending a class, would like a class in your area, or have general overtime questions, please Most employees must be paid the Maryland State Minimum Wage Rate. Reimbursed expenses – Payments from an employer to cover a worker’s out-of-pocket costs related to employment such as gas, food, lodging , and airfare. This section contains general information about worker misclassification and how D.C.

Texas mandates a minimum wage of $7.25 an hour which is based on the existing federal minimum wage rate at any point in time. TheTexas Workforce Commissionwebsite may have additional specific information on wage laws in the state. The minimum wage in Kentucky is $7.25 per hour, with an automatic https://www.bookstime.com/ increase if the federal minimum wage rises. Overtime pay is required for employees working over 40 hours in a week, and also for any employees who work seven days in a single work week . TheKentucky Labor Cabinetwebsite may have additional specific information on wage laws in the Commonwealth.

Who is required to pay minimum wage?

Therefore, employers should maintain employment records to comply with the FLSA and to ensure that, as employers, they have an adequate response to possible employee claims. RemediesEmployees who believe their FLSA rights were violated may file a complaint with the local office of the United States Department of Labor’s Wage and Hour Division.

Puerto Rico applies a variable minimum wage that differs between industries. Further, employers covered minimum wage and overtime pay by the federal wage and hour law, theFLSA, are required to pay the higher federal minimum wage.

Regular hourly rate

Service charges usually are added to a customer’s bill for services related to food, beverage, or entertainment, and may be payable to workers. However, because Alex is entitled to a minimum daily wage, the employer must pay him for at least 4 hours of work. Divide the weekly salary by 40 to get the regular rate. “Smoking breaks” – smoking breaks are not required under Texas or federal law, are in the same category as rest breaks , and may be controlled in any way with appropriate policies. Law does not regulate overtime, so employment contracts or collective bargaining agreements establish the rates – usually either 50% or 100% of pay or time off). For higher personnel, overtime is typically deemed to be part of their salary. Throughout 16 weeks, employees should work no more than 48 hours a week on average.

Special overtime rules also apply to government agencies, public works projects, canneries and some hospital employees. For more information see the Oregon Wage and Hour Laws Handbook.

Agricultural Overtime

Some exemptions are allowed under federal law but our state law prohibits the exemption or does not address it. Employers can define a workweek as any 7 consecutive days beginning on the same day and time every week. If an employer does not define a workweek, then it defaults to the calendar week – Sunday through Saturday.

The minimum wage in Nebraska is $9.00 an hour for employers with four or more employees. Overtime is required for time worked beyond 40 hours in a week. TheNebraska Department of Laborwebsite may have additional specific information on wage laws in the state. The minimum wage in Michigan is $9.87 per hour for employers with two or more employees.

Overtime pay is required for time worked over 40 hours, but state law exempts a variety of industries, including retailers, hotels, and restaurants, from the overtime rule. TheVermont Department of Laborwebsite may have additional specific information on wage laws in the state. Minnesota establishes two minimum wage rates lower than the federal minimum. For employers with annual receipts of $500,000 or more, the minimum wage is $10.59 an hour. For those with receipts of less than that amount, the minimum wage is $8.21 per hour.

• Any employee working more than 40 hours per week is entitled to at least 1½ times the regular hourly pay for every hour over 40 worked in a week.
• Overtime pay, also called “time and a half pay”, is one and a half times an employee’s normal hourly wage.
• After 90 days, the rate must be increased to $12.00 if not utilizing the tip credit.
• For example, a worker who works 10 hours on Monday may be allowed to only work six hours on Friday within the same work week to keep the total hours at or below 40 for that same work week.
• The following information only applies to non-exempt employees covered by COMPS Order #38 .
• Pay periods may be established for any period not exceeding 35 days, but overtime must be calculated based on a recurring, seven-day workweek.
• Employers who are not exempt from the federal minimum wage will have to pay $5.15 per hour and have documentation substantiating that the workers received at least this amount.

These employers include hospitals, schools, and government agencies. Most Massachusetts employers are subject to minimum wage and overtime laws.

This issue is somewhat complicated because federal and state laws address minimum wage but impose slightly different requirements. The FLSA and its regulations can often be quite complex and can involve very technical applications of the law. Recordkeeping Covered employers are required to keep certain records for each non-exempt worker. Payroll records, collective bargaining agreements, sales and purchase records must be retained for at least three years. Records on which wage computations are based – i.e., time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages – must be retained for two years. Meal and Rest Periods Federal law does not require lunch or coffee breaks. However, when employers do offer short breaks , federal law considers the breaks as compensable work hours that would be included in the sum of hours worked during the work week and considered in determining if overtime was worked.

• The employee and employer agree on exact daily and weekly hours.
• Reduce the amount of pay allocated to base salary and add pay to account for overtime for hours worked over 40 in the workweek, to hold total weekly pay constant.
• The FLSA applies to companies which have at least two employees and whose gross revenues exceed $500,000 per year.
• There are a few narrow exceptions to the minimum wage laws explained in more detail below.
• Generally, independent contractors are self-employed businesspeople who offer specialized skills and perform a service that is not part of the company’s overall business.
• Employees who are eligible for overtime pay may not waive their right to receive overtime.
• An employer may dictate an employee’s work schedule and hours.