1.4 Fair Labor Standards

The federal minimum wage since July 24, 2009, is $___________________________. All employees who are not exempt must be paid at least the minimum wage for all hours worked. Employees may be paid on a piecework, salary, or commission basis as long as their hourly wages equal or exceed the minimum wage

$7.25 per hour

Effective January 1, 2022, federal contractors are subject to an Executive Order requiring employees working under the federal contract be paid a minimum wage of $_______________________A federal contractor's tipped employees working under the federal contract must be paid $_____________________.

11.25 per hour. / $7.90 per hour

he workweek does not have to be the same as a calendar week or begin at the start of a day. However, the workweek must include seven consecutive _____________________The workweek may also differ from the pay period and can vary between employees.

24-hour periods. : 168 hours

to ensure employees receive all overtime pay to which they are entitled when workweeks change, several steps must be taken. What are they?

Add overlapping day(s) to the old workweek, then calculate overtime hours and pay for both the old and new workweeks. Add overlapping day(s) to the new workweek, then calculate overtime hours and pay for both the old and new workweeks. Pay the employee the greater amount from Step 1 or Step 2.

A teenager hired on June 25 can be paid $4.25 an hour until September 23 (the 90th day after being hired). After 90 days, what should the pay rate increase too?

After that date, the pay rate must be increased to $7.25 per hour.

__________________________ may be excluded from the regular rate calculation unless agreement or established practice indicates that the parties have treated the time as hours worked.

Bona fide meal periods pay

__________________ _________________ are those who do not have to be paid the required minimum wage or overtime pay, and in most cases they are paid a salary.

Exempt employees

To qualify as an exempt executive employee, employees must meet what requirements?

Exempt executive employees' primary duties must be management of the business or of a customarily recognized department of the business. Exempt executive employees must regularly direct the work of at least two or more full-time equivalent employees. Exempt executive employees must have the authority to hire and fire other employees, or their recommendations must be given particular weight as to the employment status changes of other workers. The employee must be paid a salary of at least $684 per week.

To qualify as exempt outside sales employees, each of the following requirements must be met:

Exempt outside sales employees' primary duty must be: selling tangible or intangible items; or obtaining orders or contracts for services or use of facilities. Exempt outside sales employees must customarily and regularly work away from the employer's place of business.

True or False: Exempt employees are protected by the FLSA.

False: Exempt employees are not protected by the FLSA.

You will get overtime if you work on a holiday or take a day off. True or False:

False> If an employee works on a Saturday, Sunday, holiday, or other regular rest day and is paid at least 150% of the rate for similar work done during the normal workweek, this premium pay does not need to be included when calculating the employee's regular rate of pay. This pay may also be used to offset any overtime pay due the employee for the workweek.

A __________ is an amount paid to an employee on a special occasion. It is not included in an employee's regular rate of pay so long as the amount does not depend on hours worked, production, or efficiency. The amount may be different for each employee if it is based on a percentage of salary or length of service.

GIFT

what is the forumla for RROP?

It is figured by dividing the employee's total regular pay actually earned for the workweek by the total number of hours actually worked.

____________________can work in a limited number of nonhazardous jobs in retail, food service, and gasoline service establishments. They cannot work during school hours and are limited to working 3 hours a day and 18 hours a week when school is in session (8 hours a day and 40 hours per week when school is not in session). They also can work only between 7 a.m. and 7 p.m. (expanded to between 7 a.m. and 9 p.m. from June 1 through Labor Day)

Minors age 14 and 15

______________________. Employment is generally prohibited, unless the minor is working for a parent and even those jobs cannot be hazardous or in mining or manufacturing.

Minors under age 14

______________________________ -________________________ are contractual or agreed-upon bonuses or incentives related to production, efficiency, attendance, quality, or some other measure of performance. If a bonus cannot be tied to specific work done, it must be allocated evenly to each workweek or to each hour worked during the period for which the bonus was earned, whichever method better fits the work situation. include in FLSA

Nondiscretionary bonuses

____________________employees must be paid at least the minimum wage for all hours worked. An overtime premium for hours worked over 40 in a single workweek must also be paid to ________________ employees.

Nonexempt

_______________________ is included in the regular rate when such payments are compensation for performing services for the employer involved in the employee's job. Additionally, none of these hours can be credited towards statutory overtime compensation due.

On-call time

____________________ is the employment of any child under age 18 in violation of the child labor restrictions of the FLSA and regulations issued under it.

Oppressive child labor

_____________________are payments received for time not worked due to holiday, illness, vacation, jury duty, attending a funeral, inability to reach the workplace because of weather conditions, reporting to a draft board, paid family medical leave, paid leave for military service, voting, attending child custody or adoption hearings, attending school activities, donating organs, bone marrow, or blood, voluntary serving as a first responder, or the failure of the employer to provide sufficient work (not layoffs or reduced work schedules). Paid time off is not included in an employee's regular rate of pay, nor are the hours counted to determine if the employee works more than 40 hours in a workweek. not included

Other similar causes

________________ is defined as all time physically worked over 40 hours in a workweek.

Overtime

_________________ ___________________ paid for working more than eight hours in a single day or for hours worked in excess of the employee's normal working hours for the workweek need not be included in calculating the employee's regular rate of pay.

Overtime premiums

_______________________________________leave received in addition to pay for each hour worked on a holiday or vacation day, may be excluded from the regular rate of pay.

Payments for working on a holiday or forgoing vacation

__________________________________________are payments to an employee in the form of goods or services. The reasonable cost to the employer or the fair market value (discussed in Module 4, Lesson 1) of the goods or services must be included when determining the regular rate of pay. For example, an employer may provide an employee room and board that is included in the regular rate of pay calculation.

Payments in a form other than cash

________________ are reasonable payments for travel or other business-related expenses incurred by an employee on behalf of, or for the convenience of, the employer.

Reimbursed expenses

The FLSA regulates what?

Sets the minimum wage and overtime rates covered employees must receive for their work Requires record keeping by all covered employers Places restrictions on the types of work minors can do and the hours they can work Mandates equal pay for equal work

Benefits or Perks, The Department of Labor (DOL) issued Final Regulations, effective January 15, 2020, updating and clarifying certain benefits or perks offered to employees and are excluded from the regular rate of pay. They 're what?

Specialist treatment provided on-site such as chiropractors, massage therapists, physical therapists, personal trainers, counselors, or Employment Assistance Programs (EAPs) Gym access, gym memberships, and fitness classes, and recreational facilities Wellness Programs such as health risk assessments, biometric screenings, vaccination clinics, nutrition classes, weight loss programs, smoking cessation programs, stress reduction programs, exercise programs, and coaching to help employees meet health goals Discounts on employer-provided retail goods and services, and tuition benefits (whether paid to an education provider, or a student loan program). Adoption assistance (including financial assistance, legal services, or information and referral services).

+_______________________________________are penalties for certain scheduling practices imposing a monetary penalty on employers (paid to employees) in situations such as calling an employee to work without prearranging or scheduling. Any money an employer is required to pay as a penalty for such actions is excluded from the regular rate of pay. The hours the employee actually works must be included.

State and local regulated payments

True or False: If the uniform can be worn outside of work, the employer need not reimburse the employee even if the employee's wages fall below the minimum.

TRUE

True or False: Employees required to be on-call on the employer's premises must be paid for the time they spend on-call, even though no productive work may occur. Employees who merely have to leave word where they can be reached are not considered working while on-call.

TRUE :Employees required to be on-call on the employer's premises must be paid for the time they spend on-call, even though no productive work may occur. Employees who merely have to leave word where they can be reached are not considered working while on-call.

To qualify as exempt computer professionals, the work of employees must consist primarily of one or more of the following:

The application of systems analysis techniques and procedures, including consulting with users to determine hardware, software, or system functional specifications The design, development, documentation, analysis, creation, testing, or modification of computer systems or programs The creation, design, documentation, testing, or modification of computer programs related to machine operating systems; or A combination of these duties, the performance of which requires the same level of skills

As with most general rules, exceptions exist minors. What are they?

The minimum age and hours restrictions are greatly relaxed for agricultural occupations, especially where the minor is employed by his or her parents. Also, minors working as actors or performers in the movies, television, theater, or radio are exempt, as are news carriers and homeworkers making Christmas wreaths. A special exemption exempts qualified 14- and 15-year-old batboys or girls and ballboys or girls from some of the FLSA hours restrictions.

Since the tip credit for a regular hour is $5.12, the employee receives $2.13 per hour instead of $7.25 per hour. When the employee works overtime, the minimum hourly rate increases to $10.88 ($7.25 x 1.5) per hour. The employee must earn at least this much including tips, but the employer can take a tip credit of what?

The tip credit may not be increased for overtime hours paid at a premium rate. /only $5.12, requiring a cash payment of $5.76 ($10.88 - $5.12) per hour.

The FLSA contains an exemption to the workweek standard for hospitals and nursing homes designed to give them more flexibility in scheduling. The law allows such employers to use a 14-day period, rather than a workweek, for determining overtime compensation. What are the conditions?

There must be an agreement or understanding between the employer and its employees that the 14-day period will be used before work is performed and there must be a record of the agreement. If the agreement or understanding is not in writing, the employer must keep special record of it. The employer must pay employees covered by the agreement or understanding at least 1½ times their regular rate of pay for all hours worked over eight in a day or 80 in the 14-day period, whichever would result in higher pay for the employee.

Jerome works from 7 a.m. to 3 p.m. four days during the week of April 14-20 with an unpaid hour for lunch each day. His weekly pay before taxes is $210.00. Because he works 28 hours each week, Jerome's hourly pay is $7.50. Is this above minimum wage?

This pay rate is above minimum wage.

FMLA guarantees employees 12 weeks of unpaid leave within a 12‑month period:

To care for a newborn or newly adopted or foster child To care for a child, spouse, or parent with a serious health condition To care for themselves if they have a serious health condition making it impossible for them to continue working Because of any qualifying exigency (situation) arising out of the fact that the employee's spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) Eligible employees of a covered employer may take unpaid leave, or substitute appropriate paid leave if the employee has earned or accrued it, for up to a total of 26 workweeks in a single 12-month period to care for a covered service member with a serious injury or illness

True or false: The employer does not have to keep certain records detailing their work.

True

True or false: An employer may employ a worker for up to 10 hours beyond the 40-hour workweek without having to pay overtime if the extra hours are spent in a remedial education program.

True: An employer may employ a worker for up to 10 hours beyond the 40-hour workweek without having to pay overtime if the extra hours are spent in a remedial education program.

Can a exempt computer professional be paid by the hour?

Yes: The professional employee exemption applies to hourly paid computer professionals if they are paid at least $27.63 an hour. Hourly paid computer professionals who make less than $27.63 an hour are not exempt from the FLSA, regardless of their professional duties.

Exempt or nonexempt classification is determined by the _________,______________and _______________ not the job title or job description

actual job duties and salary level,

An employee who works in a state with a minimum wage of $8.25 per hour and lives in a state with a minimum wage of $9.00 per hour must . which rate should be paid?

be paid $8.25 per hour because of the worked-in state

Time spent ______________________s compensable worktime because the employer requires the employee to wait to begin work. It is usually short, spent on the employer's premises, and insufficient for employees to use for their own purposes. Such time includes waiting for minor repairs so a machine will be operable, waiting for assignments, and waiting for a customer to arrive.

engaged to be waiting

The FLSA requires nonexempt employees to be paid at least 150% of their regular rate of pay for all hours physically worked over 40 in a workweek.

example caluclation

Jerry worked 35 hours in week one, 38 hours in week two, and 44 hours in week three. Although Jerry averaged 39 hours each workweek over the three-week period, is he entitled to OT?

he is entitled to overtime pay for week three, during which he worked 44 hours.

When choosing between state law and the FLSA, employers must choose the law most favorable to employees. The employer must determine the minimum wage required under both federal and state law, then apply the one that provides the _________________________________>

higher cash payment to the employee.

any employee who is employed by and owns at __________ _________% of an enterprise, regardless of salary level, is an exempt executive.

least 20%

Generally, the meal period must be at ________________long to be considered nonwork time. Although __________________s the standard minimum meal period, the courts have allowed shorter time periods as meal periods. Meal periods are not required under FLSA, but may be required by state law.

least 30 minutes ______________

If, in a single workweek, an employee does some work covered by the FLSA and some not covered by the FLSA, the employee must be paid at least the ____________________________________during that workweek.

minimum wage for all work done

______________________is pay received for compensated _____________ time worked. In some organizations, call-in pay is paid as an incentive to encourage employees to be available for emergencies. In both cases, the payment is included in the regular rate of pay calculation.

on -call pay

The ________________________ for teenagers is a lower minimum wage for newly hired employees who are under the age of 20. This lower wage is $_______________________. Teenagers may be paid this rate for the_____________ ___________________ __________________ after they are hired.

opportunity wage/ 4.25 per hour. / first 90 consecutive calendar days

many states have enacted a minimum wage and tip credit. If an employer is covered by both state and federal law and the two are not the same, the employer is required to _______________________ on the state in which the employee works.

pay the higher minimum wage based

An employee's compensation may include _________________________________________________________provided by the employer. These facilities may be used by employers to bring the employee's cash wages below the minimum wage rate, but only if all of the following conditions are met.

room, board, or other facilities

A _________________________________ is an amount added to an hourly rate to compensate an employee for working an evening, a late night, or other undesirable shift. The FLSA does not require __________________________ to be paid but is include in FLSA.

shift differential or shift premium

Rest periods or coffee breaks, which are generally shorter than meal periods (___________________, must be paid for as worktime

typically not longer than 20 minutes) and not required under FLSA

Premium pay for work outside the employee's regular workday (more than eight hours) or workweek (more than 40 hours) established by a valid ____________________________ can also be used to offset the overtime premium.

union collective bargaining agreement

federal courts have ruled wages are _____________ ___________ they are paid on the employees' regular payday. Payment after that date violates the FLSA's minimum wage and overtime pay requirements.

unpaid unless

__________________is exempted if—work requiring advanced knowledge in a field of science or learning customarily obtained by a prolonged course of specialized instruction. An employee working in a "field of science or learning" but without a formal degree can qualify as an exempt learned professional when the employee has the same knowledge level and performs substantially the same work as employees with degrees

what is a learned professionals

A pay rate of $2.13 per hour for tipped employees when the minimum wage is $7.25 per hour means employers can take a tip credit of up to ________________________________________what per hour?

$5.12 per hour when tips received by the employee are at least $5.12 per hour.

Federal minimum wage: $7.25/hour Tipped employee's minimum cash wage : $2.13/hour Tip credit : $____________________? See math example picture.

$5.12/hour

The minimum weekly salary in effect as of January 1, 2022 is ____________.

$684.00

Bobby is turning 14 next week. He wants to work at the local pizza restaurant to earn money for college. How many hours per week can Bobby work at the restaurant after he turns 14? Bobby can work 18 hours per week when school is in session and 40 hours per week when school is not in session, so long as he is not operating hazardous restaurant machinery.

14 years

No minor under age __________can work in a job declared hazardous by the DOL Wage and Hour Division. Most of the jobs declared hazardous are in dangerous industries, such as mining, logging, woodworking, meat packing, and construction, or they involve dangerous machinery.

18

Under the FLSA, employers may pay tipped employees, who receive $30.00 in tips during a month, at least $_____________________ as long as the amount of the employee's tips is enough to raise the employee's regular rate of pay to the minimum wage for the workweek

2.13 per hour

The FMLA applies to all private sector employers with _____________, including part-time employees and employees on leave or suspension, but not laid-off employees

50 or more employees

Assume an employer changes its workweek from Monday through Sunday to Sunday through Saturday.

A nonexempt employee works the following hours during a two-week period. The employee's overtime is calculated as follows. Add the overlapping day (Sunday) to the time worked during the old workweek (40 hours + 8 hours = 48 hours). Add the overlapping day (Sunday) to the time worked during the new workweek (8 hours + 32 hours = 40 hours). Pay overtime based on the greater of the two amounts (48 hours).

A state has a minimum hourly wage of $8.00 and the maximum tip credit is 35%. The net minimum wage that must be paid is:

Because the state's minimum cash wage is higher, employers must pay $5.20 per hour to tipped employees instead of the $2.13 required by the FLSA.

_______________________ is additional compensation for calling an employee back to work without prearrangement and is treated the same as show-up pay.

Call-back pay

_______________________________ are bonuses paid for services performed. Such bonuses are called discretionary because whether to pay the bonus and the amount of the bonus are at the employer's discretion. In order to be considered discretionary, the bonus cannot be paid because of an employer's promise made in advance, a contract, or another agreement.

Discretionary bonuses

For FLSA, The two types of work can be segregated during a single workweek. True or False?

False: The two types of work cannot be segregated during a single workweek.

To be eligible for leave benefits, employees must for FMLA:

Have been employed by the employer for at least 12 months (not necessarily consecutively) Have worked at least 1,250 hours within the previous 12-month period. Exempt employees who have worked for the employer for at least a year are deemed to have met the 1,250-hours requirement unless the employer can prove otherwise.law also guarantees continuation of the employee's health benefits while on leave.

_________________________is defined as compensation for a specified minimum number of hours at the applicable straight-time or overtime rate on infrequent or sporadic occasions in which an employee is not provided with the expected amount of work after reporting as scheduled. Payments for hours actually worked are included in the regular rate of pay; amounts beyond what the employee would receive for the hours worked are excluded.

Show-up pay

_________________________________plans under a program communicated to employees at the time they begin to participate in the program or at the time of the grant

Stock options, stock appreciation rights, or employee stock purchase

True or False: Taxes and other withholdings are part of wages. Money required to be withheld from an employee's pay for income, social security, and Medicare taxes is included when determining whether an employee has been paid the minimum wage. Therefore, an employee paid the minimum wage can still have taxes taken out of the payment

TRUE

True or False: employers are not required to pay nonexempt employees an hourly rate. Nonexempt employees may be paid on a commission or piecework basis. Even though nonexempt employees are not paid on an hourly basis, their regular rate of pay must be calculated to ensure compliance with minimum wage, regular rate of pay, and overtime pay requirements.

TRUE

Sam receives a holiday bonus of $50.00 from his employer, a discretionary bonus that is not included in his regular rate of pay. His regular rate of pay is $9.00 per hour. He worked 45 hours during the workweek. Sam's regular pay was 45 x $9.00 or $405.00, and his overtime premium pay was 5 x ($9.00 x 0.5) or $22.50. can the bonus offset OT pay?

The bonus cannot be used to offset the overtime pay, so Sam's gross pay for the week is $405.00 + $22.50 + $50.00 or $477.50.

Attendance at lectures, meetings, seminars, and training sessions is worktime unless all the following conditions are met.

The event is held outside the employee's regular working hours. Attendance is voluntary. The event is not directly related to the employee's job. The employee does not perform any productive work for the employer while attending.

What must employersmeet the following conditions to take advantage of the tip credit.?

The tipped employee must actually receive at least as much in tips as the credit taken by the employer. The employee must be informed about the tip credit provisions of the law before the credit is taken. All tips received by the employee must be kept by the employee (although tip pooling may be required among employees who are customarily and regularly tipped). Credit card tips must be given to the employee by the next payday (although the credit card company's percentage charge for the use of the card may be deducted from the tip).

The rule must be enforced through disciplinary action. However, employees must be paid for all hours worked — ______________ or____________!

authorized or not

Although the FLSA encourages employers to establish permanent workweeks,______________________________________.

changes to the workweek may be necessary to meet changing business needs.

The FLSA prohibits the payment of employees in scrip (___________________________________________________. However, these devices can be used to measure the wages owed to an employee for a pay period.

company notes or IOUs), tokens, credit cards, or coupons. example: Employers may have pieceworkers collect tokens for each piece of work completed and then turn them in for wages at the end of the pay period.

An employee who works in a state that follows the federal minimum wage of $7.25 per hour and lives in a state with a minimum wage of $9.00 per hour ? Which rate is paid?

must be paid $7.25 per hour. worked-in state rate

An exempt administrative employee's primary duty must consist of what?

performing non-manual or office work directly related to the management or general business operations of the employer or the employer's customers; or performing work directly related to academic instruction or training carried on in the administration of a school system or educational institution. Exempt administrative employees' primary duty must include the exercise of discretion and independent judgment with respect to matters of significance. Exempt administrative employees must be paid at least $684 per week on a salary or fee basis.

work as________________who have been certified or recognized as such by the school system where the teachers are employed are exempt.

teachers

Workweek Hours Total Pay 1 :week 35 $245.00 2 : week 35 $276.50 In the first workweek, Carley's hourly rate was only $7.00. Even though Carley's average hourly pay for the two workweeks ($7.45) exceeds the minimum required, does this violate minimum wage.

the employer violated the minimum wage requirement in the first workweek.

The greater the restrictions are in terms of response time, geography, frequency of calls, and personal activities,_______________________________.

the more likely the on-call time is compensable worktime.

Employees who regularly receive tips may be paid a lower rate of pay, when certain conditions are met, as long as their hourly rate of pay plus the ______________________________________.

tips received meets minimum wage requirements.

Nonexempt employees paid solely on a commission or piecework must have their ________________ ____________ tracked to ensure compliance with the minimum wage requirement.

work hours

Some minors age ______________are exempt from these restrictions under certain student learner or apprentice programs. Employees age ____________________can also load materials into, but not operate or unload material from, scrap paper balers and paper box compactors considered unsafe for ______________________-year-olds and cannot be operated while being unloaded.

16 or 17

The Wage and Hour Division of the U.S. Department of Labor has accepted the practice of rounding off an employee's worktime, especially where time cards are used, to the nearest tenth (______________) or quarter (15 minutes) of an hour.

6 minutes

A ________________ _______________ payment is a payment to bring the wage of a partially disabled worker up to the employee's pre-disability wage level. are included

supplemental disability

only impacts nonexempt employees because employers are not required to compensate exempt employees beyond their salary. True or false

true

To qualify as an exempt professional employee, each of the following requirements of what?

An exempt professional employee's primary duties must consist of: for learned professionals—work requiring advanced knowledge in a field of science or learning customarily obtained by a prolonged course of specialized instruction. An employee working in a "field of science or learning" but without a formal degree can qualify as an exempt learned professional when the employee has the same knowledge level and performs substantially the same work as employees with degrees; or for creative professionals—work involves performing work requiring invention, originality, imagination, or talent in a recognized field of artistic or creative endeavor; or work as teachers who have been certified or recognized as such by the school system where the teachers are employed. Exempt professional employees must be paid at least $684 per week on a salary or fee basis. The salary requirement does not apply to exempt professional employees who are: Licensed to practice law or medicine and are actually doing so Medical interns or residents Teachers working in an educational institution

The courts have ruled the fluctuating workweek can be used when an employee is paid a performance-based commission in addition to the fixed salary. The FLSA permits these arrangements as long as: What?

Employees are paid overtime for hours worked over 40 in a single week, and The fixed weekly salary is high enough to ensure even when employees work a large number of hours, their hourly pay rate does not fall below minimum wage.

For Sleep time , what conditions must be met?

Employees who are on duty for shifts of less than 24 hours must be paid for all the time they are on duty, even though they may be sleeping or engaging in other personal activities when not busy. When a shift is 24 hours or more, actual meal periods and sleeping periods of at least 8 hours may be excluded from worktime if the employer and employee agree beforehand. The employer must provide adequate sleeping facilities and only 8 hours may be excluded even if a longer sleeping period is agreed to. If the sleeping period is interrupted for work, the time spent working is considered hours worked, and if the employee cannot get at least 5 hours of uninterrupted sleep, the entire sleeping period is considered worked time.

Zoe works a 40-hour week as an accounts payable technician and is not paid for her lunch hour. Because of an increase in invoices that must be processed and the resulting pressure from her supervisor, Zoe begins working on the invoices during the last half of her lunch hour despite a rule in the company handbook prohibiting such work. Unless a supervisor specifically forbids her from working at lunch and disciplines her if she works at lunch, her time spent processing invoices is considered working time. Is the employer required to pay her?

Even if Zoe is disciplined for working during her lunch period, her employer is required to pay her for this time.

TRUE OR FALSE : If the tips are not enough to raise the regular rate of pay to the current federal minimum wage— $7.25 per hour effective July 24, 2009—for the workweek, the employer doesn't pay the difference, ensuring the employee the minimum wage for the week.

False: If the tips are not enough to raise the regular rate of pay to the current federal minimum wage— $7.25 per hour effective July 24, 2009—for the workweek, the employer must pay the difference, ensuring the employee the minimum wage for the week.

The FLSA does not regulate what?

Require employers to provide paid vacations, sick days, jury duty leave, holidays, lunch breaks, or coffee breaks, but some states require certain employers to provide paid sick leave to employees meeting specific requirements Regulate how often employees must be paid or when they must be paid after employment termination (voluntary or involuntary) Restrict the hours employees over 16 years of age may be required to work The FLSA does not require wages to be paid within a certain time after services are performed.

1.4 Fair Labor Standards __________________________________ is pay for time worked in a previous workweek. ___________________________must be applied to both regular and overtime hours. This is true when the ____________________ is in the form of an hourly increase, or in the form of a lump-sum payment that must be allocated to weeks or hours worked in the same way as a nondiscretionary bonus.

Retroactive pay

creative professionals—work involves performing work requiring invention, originality, imagination, or talent in a recognized field of artistic or creative endeavor are exempt?

TRUE

Donna works for a small business. Her title is Administrative Assistant. Her duties include clerical tasks such as copying, bookkeeping, and answering the phone. She takes messages, but she cannot make decisions without consulting her employer. Even though Donna's job title sounds important. Is Donna an exempt admin employee?

she does not meet all the requirements for an exempt administrative employee.

When employees are required to wear ______________that cannot be used as regular street clothing and the cost and maintenance of the uniforms would put the employee's pay below the minimum hourly wage, the employer must pay for the purchase, cleaning, and repair of the ______________________.

uniforms

Conversely, time spent s not ________________________ worktime because the employee is freed from all duties for a definite period of time and has enough time to pursue personal business before returning to work. Even if the employee remains on the employer's premises, the waiting time is not considered worktime.

waiting to be engaged

In determining whether an employee has been paid the minimum wage, the U.S. Department of Labor's Wage and Hour Division uses the workweek or days(discussed later in this lesson) as the basic unit of time? herefore, an employee's pay cannot be averaged over any period longer than one ___________________to determine whether there has been compliance with the minimum wage requirement.

workweek