The federal Fair Labor Standards Act Overview - FLSA laws explained

Ninety percent of employees in America are protected. Order a FREE copy of our book to get more insider information your employer doesn't want you to know.

For many workers in Texas, your main goal is to perform your job well and earn a fair wage in return. You expect to be properly compensated for the time and effort you put into your work and not have to deal with unfair wages in Texas or unpaid overtime.

The Fair Labor Standards Act, or FLSA, was established to ensure minimum wage and labor laws. The FLSA was started in order to create fair standards surrounding minimum wage, overtime pay, record-keeping and child labor, and the FLSA helps protect the rights of employees in the U.S. working in the private sector, or for federal, state, and local governments, regardless of whether you are a full- or part-time employee.


According to the U.S. Department of Labor, companies who must adhere to the regulations of the FLSA include all enterprises that:

  • Engage in interstate commerce
  • Produce goods for interstate commerce
  • Handle, sell, or work on goods or materials that have been moved in or produced for interstate commerce

 

This means that nearly 90% of all jobs in the United States have FLSA protection. From nurses to construction workers, and waitresses to IT workers, chances are good that your profession is covered by the FLSA.


Even if you work for a company that is not covered by the FLSA, you as an employee may still be protected under the minimum wage, overtime, record keeping, and child labor regulations. For example, if you are a day worker such as a cook, full-time babysitter, chauffeur, or housekeeper and you make at least $1,700 in one year from one employer or you work a total of eight or more hours for one or more employers, you are covered under the FLSA.

What does the FLSA not do?

Since the Fair Labor Standards Act is a federal law there are some aspects of employment that are left up to the state and local government. For instance, the FLSA does not regulate:

  • Vacation, sick, severance, or holiday pay
  • Pay raises or fringe benefits 
  • Vacations or time off
  • Meal or rest periods
  • Holidays free from work
  • Discharge notices, including reason for discharge or payment of final wages after discharge

The most important thing for people to remember is that if you are a worker anywhere in the country and you feel that you are not receiving fair wages or overtime pay, there are ways to protect yourself. Order your free copy of the Ten Biggest Mistakes that Can Hurt Your Wage and Overtime Claim by calling 888.449.2068. Let Kennedy Hodges, LLP inform you of your rights and teach you the steps to take to obtain fair wage compensation.