What is the Fair Labor Standards Act?
The
Fair Labor Standards Act (FLSA) is a federal law which establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments.
Who is affected by the Fair Labor Standards Act?
All employees that hold positions determined to be covered under the mandatory overtime provisions of the FLSA are covered. Overtime-eligible employees must be compensated with overtime pay or compensatory time for all hours worked over 40 in a single workweek. All overtime-eligible employees must fill out a
Time and Attendance Record in order to comply with FLSA standards.
Visit
Overtime Eligible - Documenting Hours Worked to find out more information on the state's process.
Who determines if a position is overtime eligible?
Each agency’s Human Resource Office determines the overtime eligibility status for all positions (
Work Period Designation-WPD) based upon criteria established by the US Department of Labor. For more information, see
WAC 357-28-240.
The Office of the State HR Director is available to review work period designations for positions in your agency. Please submit your request to the
Compensation Unit. Your agency's assigned consultant will assist you.
If your agency would like to change the work period designation from overtime eligible to overtime exempt or law enforcement you must
request approval from the Office of the State HR Director.
What are the Fair Labor Standards Act standards for Overtime?
For all hours worked in excess of 40 during each work week, employees will receive overtime at the rate of one and one-half times the employee’s regular rate (
WAC 357-28-260). Paid leave does not count as time worked for non-represented employees. If you are represented, employers and employees should review
collective bargaining agreements for specific requirements concerning work period designations and overtime eligibility.
FLSA Exemptions
Who qualifies for exemption from minimum wage and overtime pay?
In order for an exemption to apply, an employee's specific job duties and salary must meet all the requirements of the Department of Labor's regulations.
Job titles do not determine exempt status. Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide
executive, administrative, professional, computer and outside sales employees.
Please Note: Rules and practices may vary between represented and non-represented employees. Check the applicable Collective Bargaining Agreement, or talk to the agency's or institution's Human Resource staff.