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What You Need To Know About Minimum Wage And Overtime
Laws at both the state and federal levels set out employers’ obligations with regard to minimum wage and overtime pay. These laws, however, are in a constant state of flux. There are continual movements to increase the minimum wage, for example, and to expand the range of workers who cannot be exempted from overtime. Legislation is passed, only to be rescinded or delayed.
It can be extremely difficult for small business owners to understand what laws are in effect at any given moment. Yet compliance is essential; employers in violation of standard regulations can face penalties, including steep fines and civil litigation. As such, if you have questions about minimum wage and overtime statutes, or are facing related legal action, it is imperative to consult with a knowledgeable attorney.
We can help. Since 1978, The Law Firm of Peters & Wasilefski has provided business owners in Harrisburg and the surrounding region with qualified legal counsel and representation. In recognition of our service, we have been included on Martindale-Hubbell’s List of Preeminent Law Firms for a number of years — indicating that our peers have ranked us at the highest level of professional excellence.
The Fair Labor Standards Act (FLSA), which is administered by the federal Department of Labor, is the legislation that establishes rules regarding minimum wage and overtime. Covering more than 130 million workers nationwide, it stipulates that employers pay covered workers no less than $7.25 per hour, and that overtime be granted to employees who work more than 40 hours in a given week. The FLSA also creates standards regarding recording keeping and child labor.
The Act covers workers who engage in any sort of interstate commerce. It also applies to a range of domestic workers — such as housekeepers and babysitters — who earn more than $1,700 in a given year.
Certain employees are exempt from FLSA regulations. This often pertains to workers who earn a high salary — executives and other white-collar professionals. But employees of seasonal amusement and recreational services, certain newspaper employees, casual domestic workers and others are not covered.
A somewhat wider range of workers is exempt only from overtime regulations. This includes farm workers, live-in domestic aides, employees of railroads and air carriers, and others. At present, those who earn more than $23,660 annually are exempt from overtime, but that salary is soon to jump to $47,476.
What About Pennsylvania?
By and large, Pennsylvania’s minimum wage and overtime laws follow the FLSA. Certain jurisdictions, however, deviate. Pittsburgh, for example, is set to increase its minimum wage to $15 per hour. Given the widespread popularity of such initiatives, it is not unlikely that other municipalities will follow suit.
We’re Here To Answer Your Questions
The landscape of employment law is ever-changing. Our lawyers keep abreast of all pertinent develops, and work closely with our clients to ensure compliance is achieved.