Nationwide employment requirements are enumerated in the Federal Labor Standards Act (FLSA), a piece of legislation that specifically sets standards for overtime pay, minimum wages, record keeping, and youth employment in both the private and public sectors.
Nonexempt workers are entitled to receive a minimum wage rate of $7.25 under the FLSA, though this rate can be adjusted over time. Additionally, nonexempt employees must be paid one-and-a-half times their regular hourly wage rate for any hour exceeding the standard 40-hour workweek; this is commonly referred to as time-and-a-half.
As far as child labor is concerned, the FLSA mandates several protections for child workers ages 14 to 17, including maximum work hour restrictions and restrictions against work in conditions/occupations that are hazardous to minors.
All working individuals should receive fair compensation, though instances do arise when there’s a dispute over what’s “fair.” In such circumstances, it may be advisable to hire a fair wage attorney. These attorneys are experienced in dealing with unpaid wages cases and can be valuable assets to anyone engaged in a wage dispute. Learn more below about unpaid wages cases.
Unpaid Wages: The Relationship Between State and Federal Laws
While the national minimum wage is $7.25 under the FLSA, each state sets its own rules and requirements for wages, overtime, etc. Some cities and counties have enacted what are called “living wage” laws; these are designed to bring wages in line with the cost of living in a particular locale. Most employers across the nation are obligated to pay the highest minimum wage, whether it be federally, state, or locally mandated. However, not all employers are required to pay minimum wage.
Under the FLSA, there are two requirements which determine whether or not an employer is to pay its employees minimum wage. First, under the FLSA, a business must receive $500,000 or more in sales annually. Second, if employees are tasked with working in “interstate commerce,” which generally means doing business between the states, an employer is required to pay minimum wage.
Since state and local laws can conflict with federal minimum wage exemptions, it’s wise for someone pursuing a fair wages case to contact a fair wage attorney who can tell you which laws apply to your situation.
What to Do With a Fair Wages Case in Minnesota
Minnesota’s minimum wage laws are unlike those in most states, specifically in that there are different requirements for small and large businesses. Furthermore, if you believe you have a legitimate dispute over owed wages, such as overtime, it’s best to get in touch with an overtime dispute attorney from the Sandberg Law Firm. For years, we have been helping employees secure fair wages, unpaid wages, and overtime. Our team has the experience and know-how to represent you. Contact us to set up a free, no-obligation consultation. Call (507) 282-3521.