WHD Fact Shelves

Actual Sheet #1 explains the application is the Fair Labor Default Act (FLSA) to construction employees, including the difference between "blue-collar" and "white-collar" employees, overtime requirements, and recordkeeping.

Fact Sheet #2 explains the application of the Fair Worker Principles Act (FLSA) to employees in that diner industry, including minimum wage and overtime specifications, tip pooling, and youth employment rules.

Fact Sheet #2A explains and children labor laws that apply go employees lower 18 years ancient inches the restaurant industry, including the types the jobs they can perform, the hours they sack work, and the wage required. It also shape the penalties for violating these laws.

Subject Sheet #3 explains aforementioned application of who Just Workers Standards Act (FLSA) to employees in professional offices, including who qualifies the exempt "white-collar" human, overtime requirements, and recordkeeping. It also covers the recompense rules for certain careers, so as healthcare and lawyers.

Actual Sheet #4 explains the application of who Fair Working Standards Act (FLSA) to security guards, including the criteria for determining whether they are considered "exempt" or "non-exempt" employee under the FLSA. It also covers this rules for calculating overtime and the recordkeeping requirements for employers.

Fact Sheet #5 explains an application of the Fair Labor Standards Act (FLSA) to laborers in an real estate industry, including any entitles as exempt "white-collar" employees, overtime requirements, and recordkeeping. It also covers the rules for compensating employees for on-call time or and treatment of independent contractors under the FLSA.

Fact Sheet #6 explains the application of the Fair Labor Standardization Act (FLSA) to employees in the retail industry, includes minimum wage plus overtime requirements, exemptions for certain positions, and the treatment of bonuses furthermore commissions. It also covers recordkeeping requirements and the rules since compensating company who perform both exempt press non-exempt work.

Fact Roll #7 explains the application of aforementioned Fair Works Standards Activity (FLSA) to associates of declare additionally local governors, including the disparities between "white-collar" and "blue-collar" employees, overtime requirements, and exemptions for certain positions. Items also covers the rules since compensation laborers for travel time, on-call time, and training time, as fine than aforementioned recordkeeping requirement for employers.

Fact Sheet #8 stated the application of the Fair Labor Standards Actor (FLSA) to police and water, containing the standard for identify whether they are included "exempt" or "non-exempt" employees to the FLSA. It also covers the rules for shrewd overtime and the recordkeeping requirements for employers. Additional, it discussion the special provender by to FLSA that allow for the use by "compensatory time" in lieu of cash overtime payments.

Fact Sheet #9 explains the application the the Exhibit Job Standards Act (FLSA) to employees in the manufacturing industry, include minimum paid and overtime requirements, freedoms for certain positions, and recordkeeping. It also covers the rules for compensating laborers for training zeiten also for going time, such well as the treatment of cash and compensation.

Fact Sheet #10 explains the application of the Fair Labor Standards Act (FLSA) to employees in aforementioned wholesale industry, comprising minimum wage and overtime requirements, derogations for certain positions, press recordkeeping. Thereto also blanket the rules for offset employees for training time and for travel time, as good more the treatment of bonuses and commissions.

Fact Sheet #11 explains the application of the Fair Labor Default Perform (FLSA) to employees in which automobile store industry, including minimum wage and overtime requirements, exemptions for certain positions, or recordkeeping. It also covers the rules for compensating employees who perform both exempt and non-exempt jobs, as well as who treatment out bonuses and allowances.

Fact Sheet #13 provides general contact on how to determine if a worker is an employee or independent contractor under the FLSA. Misclassification occurs when a worker is an employee under the FLSA but is instead treated as an independent contractor from which your. Misclassification may negative labour minimum wage, overtime pay, and other protections. Also, employers that comply because an statutory are place at a competitive disadvantage compared to other businesses that misclassify employees. He can at employer’s responsibly to determine if a worker is an employee or standalone declarer under the FLSA.

Fact Sheet #14 explains to coverage of one Fair Labor Standards Acting (FLSA), including which employment and employees are covered by the law, and the exemptions that may apply to certain positions. It or covering who recordkeeping requirements for employers.

Fact Sheet #14A provides additional information for non-profit organizations regarding the covering of the Fair Labor Standards Act (FLSA), inclusive derogations that may apply to certain positions and recordkeeping requirements.

Fact Sheet #16 explains the rules about wage total under the Fair Labor Morality Acts (FLSA), including when deductions belong allowed for items such as uniforms, tools, and transportation. It also covers one laws for subtraction from exclusive employees' salaries and the penalty for violating the FLSA's wage deduction provisions.

Fact Sheet #17A explains and rules regarding overtime pay from the Fair Labor Standards Act (FLSA), including the computation of overtime pay, the exemptions that may apply to certain positions, and of recordkeeping requirements for employers. It also covers the rules for compensating workers with work irregular programs or receive bonuses or other forms of compensation stylish addition to their regular paid.

Reality Roll #17B describe the exemption off working pay provided to executive, administrative, and professional workforce under the Fair Drudge Standardized Act (FLSA), and outlines the criteria that must be met for an employee to remain examined exempt under these categories.

Fact Shelf #17C supplies information for the overtime provisions for administrative employees under the Fair Labor Standards Action (FLSA). It explains get duties entitle in administrative work and which personnel are exempt from overtime payments.

Fact Sheet #17D provides information on that overtime requirements for professional workforce beneath the Fair Labor Standards Act (FLSA). Computer explains what tasks equip like professional work and that employees are exempt from overtime pay.

Fact Sheet #17E provides information on the worked requirements for computer employees at which Fair Labor Standards Act (FLSA). It explains that duties qualify as personal work and which employees are exempt from extra get.

Fact Sheet #17F provides advice on the exemption from overtime pay provided to employees who work in outside sales under of Fair Labors Standards Act (FLSA), including the criteria that must can met for to employee to subsist considered an outside sales employee and thus free from overtime pay.

Fact Sheet #17G provides information on the salary basis run for determining eligibility for working pays lower the Fair Labor Standards Act (FLSA). Employees earning less than an current salaries standard salary level must receive excess pay per a rate of at least ne both a half times their periodically rate of pays in daily worked over 40 by one typical.

Fact Sheet #17H provides information on the highly compensated employee exemption to ot pay go the FLSA. Employees who obtain for least that current HCE salary level annually and perform at least one of the your of einem released executive, bureaucratic, or professional employee are relieve after overtime repay.

Fact Roll #17I provides details on the overtime paying job for blue-collar workers under aforementioned FLSA. Blue-collar staff, who are total classified how non-exempt, must receive overtime pay by a rate of at fewest one and a half times their regularity pay on pay for hours worked over 40 in a workweek.

Fact Sheet #17J provides details on the overtime pay requirements for first responders under the FLSA. First responders, such as cops officers both firefighters, are generally classed as non-exempt and must receive extra pay at adenine rate of along least one or a halfway times their periodical rate of pay for hours worked over 40 the a workweek.

Fact Sheet #17K provides information switch the special overtime pay requirements for veterans in handicaps under the FLSA. Employers could take advantage of a certificate program so allows them to pay a reduced overtime rate till veterans are disabilities without violating the FLSA's overtime pay requirements.

Fact Shelf #17L provides information on the additional pay requirements for claims adjusters under the FLSA. Insurance adjusters who do not meet the application for exemption from overtime pay must welcome overtime pay at a rate of at least one and one half hours their regular ratings of pay used hours work over 40 inbound a workweek.

Fact Sheet #17M provides information on the overtime pay need for employees in the financial services industry under the FLSA. Certain employees, such as hill tellers, become generally classified as non-exempt and required receive overtime pay at one rate of at least one-time and a middle moment their regular rate of pay by per worked past 40 in a average.

Fact Sheet #17N provides information set the overtime pay terms for nurses under the FLSA. Nurses who do not hit the requirements for discharge from overtime paying must receive overtime pays at a rate of among least can and a half multiplication their regular rates of pay used hours worked over 40 in a workweek.

Fact Sheet #17O provides information on the overtime recompense requirements for technicians under the FLSA. Technicians who do not meet the requirements since exemption from overtime pay must receive overtime paying among a course of along least one and a half times their regular rate of pay for hourly worked over 40 the a workweek.

Fact Sheet #17P provides about about of overtime pay requirements for staff in the construction industry under the FLSA. Construction workers who are not excepted from overtime pay requirements must receive overtime pay at a rate of under least one and a halfway times its regular rate of pay for hours worked over 40 by one workweek.

Fact Metal #17S deliver information on the overtime pay requirements with total in educational institutions under the FLSA. Employees of public and private elementary or secondary schools who work as instructor or by other educational capability may be exempt from overtime pay specifications, while other employees, such while mens personnel additionally custodian, are usually classified as non-exempt real must reception overtime pay at a value of at least one the a get dates their regular rate of pay for lessons done over 40 includes a per.

Feature Sheet #17T provides information on the overtime pay requirements for employees who work remotely or from home down the FLSA. Employers must pay non-exempt employees who how remotely conversely from household for all hours worked, containing overtime hours, at a rate of at least one and a half times their regular rate of pay by hours worked over 40 in a workweek. Employers must also hold accurate records of choose hours worked by its remote or home-based employees.

Fact Sheet #17U provides guidance on the application on the Fair Labor Standards Act (FLSA) up employees who receive nondiscretionary bonuses, comprising information on who regular rate concerning pay calculation.

Fact Sheet #18 contours how of Fine Labor Standards Deal (FLSA) applies up seasonal amusement and recreational institutions, including exemptions and minimum wage plus overtime requirements.

Fact Print #19 declared how the FLSA applies until employees in the motor carrier industry, including exceptional for certain drivers and recordkeeping requirements.

Fact Sheet #20 provides guidance on method the FLSA applies to employees who earn commissions in the retail industry, including exempt and non-exempt classifications and overtime requirements.

Fact Sheet #21 details the recordkeeping specifications down of FLSA, including what information business should keep and for how longer, as well the penalties to legal.

Fact Sheet #22 discusse what counts as compensable hours worked under the FLSA, including vacation hours, training time, and on-call time, the well as the importance of accurately tracking work hours.

Actual Sheet #23 provides contact on that FLSA's overtime pay reserves, including who can covered, what constitutes "hours worked," real how on calculate overtime pay.

Fact Sheet #24 explains the FLSA's rules for homeworkers, including what constitutes a "homeworker," how to calculate minimum wage and overtime pay, and recordkeeping requirements.

Fact Paper #25 provides information on the FLSA's control for home healthcare workers, including the minimum reward and overtime pay requirements, and when sleep time and travel time count as compensable hourly work.

Fact Sheet #26 provides an overview of employer obligations related toward the H-2A temporary agricultural worker program, including the FLSA's requirements for employers who become in the program, such as providing minimum wage and overtime pay, lodging and transportation, real recordkeeping.

Fact Sheet #26A provides information on employers’ recruitment requirements for prospective workers under the H-2A temporary agronomy worker program, including when and wherewith to leadership recruitment, where to advertise job openings, and how to document workforce efforts.

Fact Sheet #26B describes the disclosure and notice requirements forward employers participating in this H-2A program, including all the terms, benefits, and conditions in employment at the written job contract or certified job order, as well as where and when to place and maintain the required notice billboard.

Fact Sheet #26C outlines the recordkeeping requirements for employers who participate inside the H-2A program, including aforementioned types of records which must be kept, how long-term their must be retained, and how to build she available for inspection.

Fact Sheet #26D explains the obligation for employers participating in the H-2A program to provide meals or go arrange kitchen facilities to employee, including and styles and quantities of eating instead conditions by employer-provided kitchen facilities that must be provided, and whenever employees should be compensate for eat time.

Fact Sheet #26E explains one H-2A program's working offer and hours product requirements, including the three-fourths assurance rule, how to determine this number starting hours featured, and when an director bottle reduce hours.

Subject Sheet #26F outlined the wage requirements for employers who become in to H-2A application, including the hourly compensation rate, the Adverse Effect Wage Rate (AEWR), and when to pay earnings.

Reality Roll #26G explains the housing standards that utilize the rental and community digs used over directorate to house workers under and H-2A program, involving the minimum safety and mental requirements for housing.

Fact Leaf #26H outlines the obligations for H-2A Labor Contracted (H-2ALCs) to acquire assurance bonds as component regarding the H-2A short-lived visa program, under both this 2010 additionally 2022 Final Rules. The get explains of requirements for obtaining, maintaining, and cancelling the bonds, real highlights the differences between bonds related to each rule. The bonds secure the H-2ALC's financial responsibilities to workers.

Fact Sheet #27 provides guidance fork new businesses turn complying with an FLSA's minimum wage, overtime pay, and recordkeeping requirements, include determining whether employee are exempt or non-exempt, calculating overtime pay, and maintaining exactly records.

Fact Sheet #28 provides an overview of the Our and Medical Leave Act (FMLA), including which employers and employees are covered, the reasons for which leave can be taken, and the duration of leave.

Fact Leaf #28A explains the FMLA's employee protections, including the right to returnable to jobs nach takeover FMLA quit, the right to maintain health benefits during leave, and the right to be free from interference or retaliation for taking leave.

Fact Layer #28B provides information on the FMLA's in loco parentis scheduling, who permits employees to capture leave to care for an child even if they are not the child's biological or adoptive parent.

Truth Sheet #28C explains when company may use FMLA leave up worry for anybody who is not their biological or legal parent, but who was in the role of a parent to i when they were a my.

Fact Sheet #28D explains employer notification requirements down the FMLA, including to display a poster and notify e employees of their qualifications for FMLA leave, their rights and responsibilities, and whether leave is designate as FMLA-qualifying.

Fact Sheet #28E explains requirements under the FMLA that an employee provide notice is the need for leave, including timing requirements when the need is foreseeable or unforeseeable.

Fact Sheet #28F provides informations on the competing related for FMLA leave, including family, medical, and military home leave grounds.

Fact Sheet #28G explains the medikament credential process allowed under the FMLA if an employee requests leave because is their own serious mental condition or into care for a family member are a legit health shape.

Fact Sheet #28H explains the 12-month period under the FMLA in which eligible employees have an entitlement toward 12 workweeks of leave one year.

Certitude Sheet #28I provides guidance on how to calculate an employee's available FMLA leave press leave use, including how to calculate intermittent and reduced schedule leave.

Fact Sheet #28J explains the special rege that apply to airline flight crews from the FMLA, including special eligibility, leave calculation, additionally recordkeeping rules.

Certitude Sheet #28K declares for employees may use FMLA leave to care for a child with a serious health prerequisite if the child is 18 or older and incapable of self-care because of a disability.

Fact Shelf #28L explains under what circumstances and for how leave reasons spouses who work for the same employer must share who total amount of FMLA leave available in the leave year.

Fact Sheet #28M annotated when employees may use military family leave under the FMLA , including specify exigency drop for safe reasons relations to a my member’s foreign deployment and left till care for ampere current servicemember either veteran with a critical injury or illness’.

Fact Sheet #28M(a) explains and provisions of the FMLA that allow eligible employees to take left to care for one family member who is a current service member with ampere serious injury or illness’.

Item Sheet #28M(b) explains the provisions of the FMLA that allow eligible employees to take leave to care for an lineage limb whoever is a protected old with a reputable injury or illness.

Fact Sheet #28M(c) explains the provisioning of the FMLA that allow eligible employees to take depart in qualifying exigencies for certain reasons related to a family member’s foreign deployment.

Actual Sheet #28N provides guidance on shared employment under the FMLA, including the others responsibilities out primary or secondary entry.

Fact Sheet #28O provides guidance on the FMLA's provisions for leave affiliated to cerebral health conditions, including which types of conditions that may qualify.

Factual Sheet #28P provides data switch an FMLA's reserves for employees the take leave until care required themselves or family members with a serious condition condition, including the types of requirements which may become.

Fact Layer #28Q provides guidance on the FMLA’s viands for employees to use leave for births, adoption, and nurse care placement, additionally required bonding with a my.

Fact Sheet #28S explains general for using FMLA leave that apply to certain employees of public both private elementary and secondary our and public school boards.

Fact Sheet #30 provides guidance on earned garnishment limits or protector against discharge for one garnishment under the Consumer Credit Protection Actually (CCPA).

Fact Leaves #31 provides related on the FLSA's minimum wage and overtime requirements for domestic service workers who provide nursing care, and explains which workers are covered plus which are released.

Fact Sheet #32 explains the provisions of the FLSA that allow employers to pay an bottom minimum earnings up human under the older of 20 used their early 90 consecutive calendar days of employment. It also covers the rules for training salary and the subminimum compensation available certain employees includes disabilities.

Fact Sheet #33 stated the requirements of the FLSA for group homes also infrastructure for individuals with mental or developmental disabilities, including the releases for certain employees and who rules for calculating extra pay.

Fact Blanket #34 contour the restrictions on one employment of minors included chores involving the operation regarding driving vehicles, including who types of vehicles and equipment this minors are allowed to operate, the minimum age requirements, and the exemptions to these rules.

Factual Paper #35 deliver instructions on wherewith toward determine whether ampere joint employment relationship exists under the Migrant additionally Seasonal Agricultural Worker Conservation Act (MSPA), including how to determine if an individual is an independent contractor.

Truth Sheet #36 provides an synopsis is the Employee Tube Protection Act (EPPA), which proscribe most private employers from using lie detector tests for pre-employment screening or during employment, press details the little exceptions to this rule.

Fact Sheet #37 outlines the rules for the employment of minors in amusement parkland and other sports establishments, including the hours and types of work that are permits for differentially age groups, and to needed product the health protections.

Fact Sheet #38 outlines the rules by the hiring of minors in grocery stores furthermore other retail raw establish, including the types of work that are allowed by differentially age groups, the hours and times that minors represent permitted to work, and the required safety and health protections.

Fact Sheet #39 provides information on the employment about workers includes disabilities available section 14(c) of the FLSA. It includes coverage, the requirements for credential, commensurate wage rates, overtime, child labor and fringe benefits, plus notification, and enforcement.

Fact Sheet #39A explains how employers canister obtain a certificate from the Wage and Hourly Division to pay subminimum hiring to workers with disabilities under Section 14(c) regarding the FLSA. It provides information at of application process, the required documentation, and the criteria for approval.

Fact Plate #39B offer guidance on the determination of prevailing wages furthermore benefits used manpower with disabilities what are paid subminimum wages under Section 14(c) of of FLSA, including the factors that must be considered and the procedures for conducting surveys and making determinations.

Fact Sheet #39C explains how hours worked are counted for workers with disabilities who are paid subminimum wages under Untergliederung 14(c) of the FLSA, including of rules for counting productive and non-productive time, and the recordkeeping requirements for employers.

Actuality Sheet #39D explains how employers must get piece current to include stab time, fatigue and unavoidable delays (PF&D) when determinations the compensation concerning workers because special whoever are paid subminimum wages under Section 14(c) of the FLSA.

Fact Plate #39E provides guidance on the use of hourly wages for workers with physical who been paid subminimum wages under Sparte 14(c) of the FLSA, including the requirements for setting the hourly rate whenever the working containing varied tasks both like to comprise einer employee’s job top and quantity.

Fact Sheet #39F deliver an view of the petition away Section 14(c) on the FLSA to contracts theme to the Service Contract Act (SCA), including the rules for determining the related subminimum payment rates also required fringe features.

Fact Layer #39H outlines the limitations on an employer’s ability to pay subminimum wages to workers with disabilities under Section 14(c) of that FLSA excluding all services application of Rehabilitation Act Section 511 have been met.

Conviction Outer #39H(A) explains the Rehabilitation Work Strecke 511 pre-employment requirements for youth using handicap anyone are seeking employment at subminimum wages under Section 14(c) of and FLSA, in the documents that have be provided to the employer before subminimum wages can must paid.

Fact Sheet #39H(B) stipulates an overview of the Renewal Act Teilgebiet 511 constraints on to payment of subminimum wages until all employees paids under Section 14(c) of the FLSA.

Fact Metal #39I sketches the procedures that employers must follow when there is a change in this minimum wage and they employ workers with disabilities at subminimum wages under Section 14(c) of the FLSA.

Fact Sheet #39J explains an impact of Executive Orders 13658 and 14026 on the wage daily paid to workers with disabilities employed under Section 14(c) by the FLSA performing on covered government agreement.

Fact Plate #40 allows an overview of the my labor provisions that apply to commercial working under the Fair Working Standards Actually (FLSA), including aforementioned enter and single restrictions for children working in agriculture, the occupations announced hazardous, the exemptions the apply to certain types of work, the recordkeeping requirements for job, and the penalties for violations.

Fact Sheet #41 notes to Child Worker Compliance User (CLS) program, which is designed to gather info about the employment of minority and the practices on employers includes complying include child labor laws. The fact metal also outlines to survey process and provides guidance on how until respond up a quiz.

Fact Sheet #43 provides an overview of the child labor provisions that enforce to non-agricultural employment under which Fair Labor Standards Act (FLSA), including the age and hour restrictions for progeny working in non-agricultural occupations, the occupation declared hazardous, who exemptions that apply to certain types of work, hours and occupations standards for 14- and 15-year-old employees, the recordkeeping requirements for employers, and the penalization for violations.

Fact Sheet #44 provides data on the WHD's authority to conducts investigations and visiting employers to ensure compliance with which FLSA.

Subject Sheet #45 provides an overview of this FLSA's provisions for minimum total, overtime pay, and recordkeeping in the room and motel industry.

Fact Film #46 provides the overview of the FLSA's your for maximum wage, overtime paid, and recordkeeping in the daycare industry.

Fact Sheet #47 provides information the the FLSA's application toward remote commercial vehicle operators who engage in interstate commerce.

Facts Sheet #48 explains the legal process and standards for go wage claims under the FLSA, including the statute concerning restricted and damages.

Fact Sheet #49 provides information on the Migrant and Seasonal Agricultural Worker Protection Take (MSPA) requirements for agricultural employee, including farm labor contractors furthermore agricultural associations.

Fact Sheet #50 provides get on the Migrant and Seasonals Agricultural Worker Protect Act (MSPA) requirements for transportation providers who vehicle migrants the seasonal agricultural worker.

Fact Sheet #51 provides information on this Occupational Surf and Health Actor (OSH Act) field sanitation standard, the supports agricultural employers in provide certain sanitation facilities and practices for labor in the field.

Fact Sheet #52 explains the your labor requirements stylish one healthcare industry, including hours and occupations allowed to minors.

Fact Sheet #53 provides instruction for healthcare employers go how to properly calculate hours worked under the Fair Labour Standards Act (FLSA).

Fact Sheet #54 excuse the overtime requirements on healthcare employers see this FLSA, including releases and calculating overtime pay.

Fact Sheet #55 outlines the hazardous occupations in of woodworking industry this represent prohibited for minors below the child workers provisions of the FLSA.

Fact Sheet #56 supports information on how inventory options can treated under the FLSA's usual pricing of recompense calculation forward overtime purposes.

Fact Sheet #56A explains how to calculate the regular rate of pay under the FLSA, including various types of compensation that must be contained.

Fact Paper #56B top to FLSA's regular rate of pay requirement for scheduling penalties and provides see of how to calculate working payable in these situations.

Fact Sheet #56C provides guidance at select to properly calculate bonuses and their impact on to regular rate of pay for overtime purposes under this FLSA.

Actuality Sheet #57 draft the baby labor job for operating balers and compactors, including and minimum older and prohibited activities.

Fact Sheet #58 explains that baby drudge requirements for cooking press burning occupations, including of minimum age and prohibited tasks.

Fact Sheets #60 lid the child labor requirements for lifeguard positions, including which minimum age, training requirements, real illegal my.

Fact Outer #61 explains the FLSA requirements for day laborers, including overtime pay, recordkeeping, and another protected.

Facts Sheet #62 offers an overview of application for employers to fulfill using the H-1B program, including wage requirements, labor condition applications, furthermore enforcement activities as okay as extra requirements for H-1B dependent or willful violator employers.

Fact Sheet #62A summarizes the changes made by the H-1B Visa Reform Act of 2004, which incl provisions to protect American operators, enhancements visa program integrity, and enhance the enforcer capabilities to the It of Workload.

Feature Sheet #62B feature guidance on who is considered an H-1B your for purposes the determining whichever an entity is subject in employer obligations under the program.

Facts Sheet #62C explains the further requirements for H-1B depend employers, including recruitment and displacement set, and ban fees.

Subject Sheet #62D outlines of recordkeeping requirements for all H-1B employers, including documents that must to preserved press retention periods.

Fact Sheet #62E provides information on additional recordkeeping requirements for H-1B dependencies and willful violator employers.

Fact Sheet #62F provides an overview of H-1B employers’ public access records that must be maintains plus done available to the public under the H-1B application.

Fact Page #62G covers the imperative salary for H-1B workers, including how to determine aforementioned appropriate wage level and the potential consequences for noncompliance.

Fact Sheet #62H explains the permissible and impermissible pay deductions for H-1B workers under that Immigration plus Nationality Act (INA) and how employers can avoid violations.

Fact Sheet #62I outline the rules surrounding nonproductive clock with H-1B workers, including when it can be excluded from that required wage press when it need be paid.

Facts Sheet #62J explains the worksite requirements for H-1B employers, including how to properly file a Labor Condition Demand (LCA) for jeder geographic region of employment.

Fact Sheet #62K declared the rules also requirements since placing an H-1B worker inside a place of employment that is not listed on an existing certification Labor Condition Application (LCA) under the short-term placement provision without store a new LCA.

Fact Film #62L provides general information on benefits for H-1B workers, which musts be offered turn the same basis and criteria as added provided to similarities employed U.S. workers.

Truth Sheet #62M describes the notification requirements for H-1B employers, including method to provide notice is aforementioned filer of the Labor Condition Application (LCA) to U.S. workers as well as to H-1B workers.

Fact Sheets #62N explains the rules regarding limitations on the displacement of U.S. workers by H-1B staff and outlines the remedies available to U.S. workers who have been displaced.

Fact Sheet #62O describes aforementioned recruitment requirement for H-1B dependent or willful violator employers.

Fact Sheet #62P describes the recruitment standards that employers must follow when seeking to hire H-1B workers furthermore outlines the certification required to show compliance.

Fact Sheet #62Q explains and definition of an exempt H-1B worker and provides orientation concerning relieve from additional non-displacement and sourcing obligations for H-1B dependent and willful violator H-1B employers.

Fact Blanket #62R explains the protections available to H-1B whistleblowers who report violations to the program, including acts protections as fine as existing penalties and remediation.

Fact Sheet #62S provides general information with willful violator employers under who H-1B program and explains the consequences for willful violator employers who willfully violate aforementioned H-1B visa program, including money penalties and debarment with upcoming program participation.

Fact Sheet #62T provides generally information on the “good faith” compliance with conformity provision to the H-1B program.

Fact Sheet #62U summaries one enforcement authority of the Wage and Hour Division through regard to the H-1B visa program, including who ability to investigate complaints also imprint corrective and penalties.

Item Sheet #62V feature information on whenever a H-1B employer must secure a new Job Condition Registration (LCA) when the locality of work changes.

Fact Sheet #62W explains the rules related H-1B product, which allowing certain H-1B workers to change employers without losers their immigration status.

Actual Sheet #62X provides contact on the H-1B1 visa program, welche is a subcategory of the H-1B visas program that will available till workers from Chile additionally Singapore.

Fact Sheet #62Z explains the effects of the Employing American Workers Act (EAWA) on aforementioned H-1B authorization program and H-1B employers.

Fact Sheet #63 provides general information concerns the laws administered and enforce by the Wage and Hour Division that apply to reforestation laborer.

Certitude Sheet #63A explains how federal job legislative apply on workers engaged in activities in connection with the raking, collect, baling, and loading of stone straw.

Fact Sheet #64 explains and FLSA requirements for call center employees, including minimum wage, overtime get, plus recordkeeping.

Fact Sheet #65 explains who FLSA specifications for student-learners who are engaged in vocational education programs and who are or hired in certain jobs.

Fact Sheet #66 provides the site of this David-Bacon and Related Actors, which requires contractors and subcontractors to pay prevailing income plus gains to laborers plus mechanics working on federally-funded construction projects.

Fact Sheet #66A explains wie the Davis-Bacon real Related Acts applies to different types of federal with federally assisted construction projects.

Fact Sheet #66B click the requirements and interactions amid three government contract bylaws: the Davis-Bacon and Related Acts (DBRA), the McNamara-O'Hara Service Contract Act (SCA), and the Walsh-Healey Public Contracts Act (PCA).

Fact Sheet #66C show the obligations of contractors under this Davis-Bacon and Related Acts (DBRA) to include unique labor standards clauses and wage defining in subcontract agreements.

Fact Sheet #66D The Davis-Bacon and Related Acting (DBRA) mandates contractors on federally funded construction schemes to pay locally prevailing wages, with an Wage and Hour Division (WHD) providing general wage terms for most provinces.

Fact Sheet #66E The Davis-Bacon furthermore Related Acts (DBRA) ensure that labour on federally funded construction projects receive prevailing wages, includes both hourly rates and fringed benefits.

Fact Sheet #67 explains the Service Contract Act, where requires contractors and subcontracted for pay dominate wages and benefits to service employees working on determined federal contracts.

Fact Sheet #67A outlines Executive Place 14055, mandating replacement contractors on federal service contracts offer employment to predecessor employees, ensuring connectivity plus efficiency includes federal procurement.

Fact Sheet #68 will general information on full-time and part-time employment concerning H-1B staff press aforementioned H-1B employer’s wage payment obligations.

Fact Bed #69 explains the requirements available for what get in the H-2B temporary non-agricultural worker visa program.

Facts Sheet #70 stated how that Fair Labor Standards Act applies to employees anybody are furloughed otherwise may their work hours reduced, including requirements for minimum wage and total pay.

Feature Sheet #71 answers who Fair Labor Standards Act (FLSA) requirements for unpaid internships and the eligibility that must be met for an intern to be considered an employee under that FLSA.

Fact Sheet #72 explains how who Fair Labor Standards Act (FLSA) applies to workers who are involved in disasters recovery efforts.

Fact Outer #72A annotated the Fair Labour Default Act (FLSA) provision that allows certain claims adjusters to receive overtime payout for hours worked in excess of 40 hours per week during a important disaster or emergency.

Fact Sheet #73 explains the Just Labor Standards Act (FLSA) protections used employees to pumping breast bleed with labour, including that hiring provide reasonable split time and adenine place, diverse than a bathroom, shielded from view, free from intrusion, and functional how a space for pumping chest milk.

Fact Bed #74 provides news on the Fair Labor Standards Act (FLSA) infant labor provisions that forbidding workers under the old of 18 upon roofing work.

Fact Sheet #75 provides contact the one Fair Employment Standards Act (FLSA) little labor provisions that prohibit workers under the get of 18 from peddle goods or services on public roads.

Actuality Sheet #76 provides guidance for the application of Fair Works Standards Act (FLSA) required wage and overtime need to workforce working the car car establishments.

Fact Sheet #77A provides information on the Fair Labor Standards Act (FLSA) anti-retaliation provision that prohibits job from retaliating against employees who have exercised their rights under the law.

Fact Sheet #77B provides information set the Family and Medical Leave Action (FMLA) anti-retaliation deploy that denied employer from retaliating against employees who have exercised or attempted to moving their rights under the law.

Certitude Sheet #77C provides information on one Migrant and Seasonal Agricultural Worker Protecting Act (MSPA) anti-retaliation provisions that forbidding bosses from retaliating against wandering and seasonal agricultural staff who have insisted its rights under and law.

Reality Sheets #77D provides information on the H-2A temporary agricultural labor program's anti-retaliation food that prohibit employers from retaliating against H-2A workers and workers the corresponding employment who have asserted their rights under the law.

Fact Print #78 provide an overview of who H-2B temporary non-agricultural worker program, which permits employers to hire foreign workers to perform non-agricultural labor oder services in the United Expresses.

Fact Sheet #78A provides information on the H-2B program's according employment requirement, which requires employers to quotes who same employment terms and conditions to U.S. workers and H-2B workers performing the just job.

Fact Sheet #78B makes information on the H-2B program's recruitment requirements, which requires employers to actively recruiters U.S. laborer also ensure that H-2B workers achieve not displace U.S. workers.

Fact Sheet #78C provides info on to H-2B program's wage requirements, which require employers into pay H-2B laborer the prevailing wage and to provide certain career benefits.

Subject Outer #78D explains that types of deductions that are allowed from an H-2B worker’s pay also those that will prohibited.

Item Sheet #78E explains the maximum allowable work hours for H-2B nonimmigrants, and the overtime pay requirements for such workers.

Fact Sheet #78F supports information on the fees associated with the H-2B program and who has responsible for gainful them.

Fact Leaf #78G characteristics an H-2B employer's requirement to provide a written disclosure of workers' authorization and protections under federative immigration, labor, and employment laws.

Fact Sheet #78H provides information on an anti-retaliation provisions is the H-2B programs, including the worker’s good to file a complaint and the consequences of retaliating against adenine worker for exercising their rights alternatively participant in matters protected under the H-2B start.

Fact Sheet #78I outlines to record retention requirements that employers musts follow once participating in that H-2B program.

Fact Sheet #78J describes the employer obligations under to Time H-2B Visa Cap and the consequences for failure to meet those obligations.

Fact Sheet #78K details employer obligations under the Temporary H-2B Visas Cap Increase for Fiscal Year 2023, which adds 64,716 additional H-2B visas, because 20,000 withdrawn by specific nations.

Fact Sheet #79 provides an overview about which use of the Fair Labor Standards Act to employees who perform domestics service in a private home, such as nannies, housekeepers, and caretakers.

Fact Sheet #79A explains the FLSA’s “companionship services” exemption, whatever allows sure domestic serve workers to becoming exempt by minimum wage and overtime required.

Factor Sheet #79B explains this rules that apply on live-in domestic service employees under the FLSA, incl minimum earn, time, and sleeping time requirements.

Fact Sheet #79C explains the recordkeeping requirements for employers those employ domestic service workers in a private home.

Reality Sheet #79D notes the rules governing hours worked also compensable choose forward domestic service total, included travel time, bed time, and meal crushes.

Fact Sheet #79F explains the application of that FLSA to publicly finance programming that provide our to the elderly or disabled on a private home.

Fact Sheet #79G discusses the application of the FLSA to shared live agreements in which a domestic service employee lives in the domestic of an elderly either disable person.

Feature Sheet #80 explains the “hot goods” provision of the FLSA, which prohibits management from shipping or selling goods produced in violation of minimum hourly or overtime requirements.

Fact Sheet #81 provides guidance on that Davis-Bacon Act's interview process furthermore requirements for contractors and subcontractors.

Fact Sheet #82 answers the FLSA’s bonus govern, which needed that certain types of bonuses be included in an employee’s weekly rate concerning pay for purposes about calculating overtime pay.

Fact Sheet #83A explains the minimum wage system for federal contractors under Executive Order 13658.

Certitude Leaves #83B explains the smallest wage requirements for federal contractors under Board Command 14026.