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Presented by Human Resource Services

Fair Labor Standards Act . Presented by Human Resource Services. revised January 2013. Objectives. Fair Labor Standards Act Defined Compensable Time Overtime Exemptions WAC Overtime Standards Penalties for Non-Compliance Overtime Management Additional Information and Resources.

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Presented by Human Resource Services

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  1. Fair Labor Standards Act Presented by Human Resource Services revised January 2013
  2. Objectives Fair Labor Standards Act Defined Compensable Time Overtime Exemptions WAC Overtime Standards Penalties for Non-Compliance Overtime Management Additional Information and Resources
  3. Federal Law The Fair Labor Standards Act (FLSA) sets and regulates: Overtime Pay Minimum Wage ($7.25/hour federal) (Washington State $9.19/hour on 1/1/2013) Equal Pay Record Keeping Child Labor standards
  4. What is Compensable Time? All time from the start of the first principal activity of the day until the end of the last principal activity of the day. "Suffer or Permit to Work” Work is being performed in order to “permit” its performance. Employer requires or allows employees to work.
  5. Compensable Time Principal activities = the “activities an employee is employed to perform,” including any activities that are integral and indispensable to performing the principal activities. Work at home can be compensable, just like work in the office Administrative paperwork (e.g., timesheets) can be “work” There is significant litigation creating a debate as to whether the following can be work as well: Planning for the next day Calling in or checking email Computer logon/logoff time
  6. What Creates Overtime for Overtime Eligible Employees? Civil Service Employees (WAC 357-28-255) Hours of work in excess of 40 hours / week* Work on regularly scheduled day off Work on a holiday (WAC 357-28-200) Work on personal holiday (WAC 357-28-200) Administrative Professional Employees Hours of work in excess of 40 hours / week* Bargaining Unit Employees See Bargaining Unit Contract * Leave with pay is NOT considered time worked.
  7. Overtime Pay Overtime eligible employees earn overtime at a rate of one and one-half times the regular rate. OPTIONAL - Voluntary compensatory time off in lieu of cash compensation (WAC 357-28-275).
  8. Meal and Rest Period Requirement WAC 296-126-092 & WSU Policy 30 minute unpaid meal break toward middle of shift, cannot be over 5 hours past start of shift. 15 minute rest break for every 4 hours of work, cannot be later than 3 hours past . EXCEPTION: Meal period may not be required if an agreement is signed to voluntarily waive them on a regular basis.
  9. Required Travel Overtime eligible employees may earn overtime for required travel. Home to Work Overnight Travel Away From Home Public Transportation Work While Traveling
  10. What Exempts a Positionfrom Overtime? FLSA Exemption Executive Administrative Professional Computer Salary Test $455/week ($23,660/year) Job Duties Test
  11. Job Duties Test Primary Duty Actual Duties vs. Described Duties Discretion and Independent Judgment Customarily and Regularly Matters of Significance / Weight of Decisions
  12. Non-Paid Positions Volunteers An individual who performs hours of service for a public agency for civic, charitable, or humanitarian reasons, without promise, expectation or receipt of compensation for services rendered, is considered to be a volunteer during such hours. Unpaid Internships An internship is a work-related learning experience for the benefit of individuals who wish to develop hands-on work experience in a certain occupational field.
  13. Penalties for Non-Compliance For willful violations, they may include criminal penalties of up to $11,000 in fines, up to six months imprisonment, or both, and civil penalties of $1,100 per violation. Employers will be liable to affected employees for unpaid minimum and/or overtime wages (back wages), plus an equal amount as liquidated damages, and may also be liable for attorney fees and court costs.
  14. Overtime Management Provide up-to-date and valid position descriptions & expectations – actual duties vs. described duties Train employees on policies and procedures Make sure employees know they NEED to and are EXPECTED to take breaks Be aware of work weeks (WAC 357-28-220) Take corrective action immediately Communicate
  15. Be watchful of . . . Potential for FLSA status change upon promotion, reallocation or change in job responsibilities. Concerns raised by exempt employees working unusually long hours over extended time period (whether they are compensated or not). Concerns by exempt employees regarding FLSA status. Appropriate level of oversight into employee’s work schedule, work practices, and accumulation of overtime. Employees working side-by-side; one being eligible for and paid overtime, the other is not.
  16. Resources WAC 357-28-220 through WAC 357-28-275 U.S. Department of Laborwww.dol.gov/fairpay Department of Labor & Industrieswww.lni.wa.gov Human Resource Serviceswww.hrs.wsu.edu
  17. Contact Information Human Resource Services Pullman: 509-335-4521 Spokane: 509-358-7554 Vancouver: 360-546-9587 Tri-Cities: 509-372-7470 Email: hrs@wsu.edu Web: www.hrs.wsu.edu
  18. This has been a WSU Training Videoconference If you wish to have your attendance documented in your training history, please notify Human Resource Services within three days of today's date: hrstraining@wsu.edu
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