The federal Fair Labor Standards Act (FLSA) requires employers to compensate non-exempt employees at least the minimum wage for each hour worked and pay them overtime (at 1.5 times the employee’s regular rate of pay) whenever they work more than 40 hours in a workweek. The amount employees should receive in pay cannot be determined accurately without knowing the number of hours worked. This can be especially tricky when the employee has waiting time or on-call time during the workweek. To help you navigate these situations, here’s a summary of the federal rules and guidance.

Absenteeism, tardiness and no shows can have a significant impact on a business, including lost productivity, increased overtime costs and elevated stress among the employees left to pick up the slack. Here are some guidelines for addressing these issues. 

Non-exempt, non-exempt salaried and exempt are some of the most misunderstood terms when it comes to the federal Fair Labor Standards Act (FLSA). Unfortunately, misunderstanding these terms and the FLSA’s rules that govern them can result in costly penalties. To help you understand these classifications better, here are some key points about each.