FLSA Training / Wage and Hour Laws & Compliance
What Is the FLSA?
The Fair Labor Standards Act (FLSA) is a federal law enforced by the U.S. Department of Labor's Wage and Hour Division. The FLSA establishes:
- Federal minimum wage standards
- Overtime requirements (generally 1.5x regular rate over 40 hours)
- Exempt vs. non-exempt classification rules
- Recordkeeping standards
- Youth employment restrictions
Believe it or not: improper wage and hour administration is one of the most common - and most expensive - compliance failures investigated by the U.S. Department of Labor
Why FLSA Compliance Is Critical
Wage and hour violations are one of the most litigated employment law areas in the United States. Non-compliance may result in:
- Back pay awards
- Liquidated damages (double damages)
- Civil penalties
- Collective action lawsuits
- DOL investigations
- Criminal penalties for willful violations
Even unintentional violations can trigger expensive corrective actions.
The Biggest FLSA Risk: Employee Misclassification
The most common wage and hour error is misclassifying employees as exempt when they do not meet exemption criteria. To qualify as exempt under FLSA, employees must generally satisfy:
- Salary basis test
- Salary level test
- Duties test
Improper classification can result in years of unpaid overtime liability.
The Need For FLSA Compliance Training
Unknowingly violating FLSA can bring with it a host of complicated legal and investigative actions. The United States Department of Labor's Wage and Hour Division carries out investigations into non-compliance.
Anyone found unknowingly violating FLSA law is instructed on ways to change policies to bring the organization into compliance with the law. However, anyone found willingly violating the law can be fined, forced to pay out any monies owed to employees, and subject to criminal penalties. To avoid legal action, it is vital that organizations remain in compliance with FLSA.
Wage & Hour Compliance Areas Covered in Our Training
Our programs dive deep into the core areas of FLSA compliance. Our training courses cover:
Minimum Wage Requirements- Federal minimum wage standards
- State minimum wage interaction
- Tipped employee rules
- Tip credit compliance
Overtime Calculation
- How to calculate the “regular rate of payâ€
- Inclusion of bonuses and incentive pay
- Commission structures
- Shift differentials
- On-call time
- Travel time
- Training time
- Remote work time
Improper overtime calculations are a major enforcement focus.
Recordkeeping Requirements
The FLSA requires employers to maintain detailed payroll records, including:
- Hours worked
- Wage rate
- Overtime calculations
- Deductions
- Payroll dates
Failure to maintain proper records can shift the burden of proof to the employer in litigation.
Independent Contractor vs. Employee Classification
Worker classification errors can create overlapping exposure under:
- FLSA
- IRS regulations
- State wage laws
Our training addresses how to evaluate:
- Behavioral control
- Financial control
- Economic realities test
Compensation System Analysis
FLSA compliance is directly connected to compensation design. Note that our
Compensation Training & Certification Program helps HR professionals to design compliant pay structures, benchmark compensation, analyze wage metrics, and avoid internal inequity risks.
Don't wait to bring your compensation system into compliance with FLSA standards. Start your FLSA classes today with HRTrainingCenter.com!
Best-Selling Training Courses:
Online Training Courses
Instructor-Led: Webinars
Self-Study Materials
Top FAQs
The Fair Labor Standards Act (FLSA) is a federal law that establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector.
The FLSA generally requires covered employers to pay nonexempt employees overtime pay of at least one and one-half times their regular rate. Employers also must keep detailed payroll records.
Find Seminars, Webinars, And Online Training In Your Area
Strengthen Your Wage & Hour Compliance Today!
FLSA compliance is not optional - and mistakes are expensive. Luckily, our FLSA Training & Wage and Hour Compliance Courses provide the knowledge and tools you need to:
- Avoid misclassification errors
- Calculate overtime correctly
- Design compliant compensation systems
- Prepare for DOL audits
- Reduce litigation risk
Our FLSA training courses also explain how to properly evaluate:
- Executive exemption
- Administrative exemption
- Professional exemption
- Computer employee exemption
- Outside sales exemption
Common Wage & Hour Mistakes
Organizations frequently make these FLSA compliance errors:
- Automatically classifying managers as exempt
- Improper docking of salaried employees
- Failing to include bonuses in overtime calculations
- Allowing "off-the-clock" work
- Failing to track remote work hours
- Improperly classifying independent contractors
- Miscalculating blended overtime rates
Who Should Take FLSA Training?
This training is essential for:
- HR Managers
- Compensation Analysts
- Business owners
- CFOs
- Operations managers
- Employment attorneys
- HR Generalists
- Payroll Administrators
If you approve payroll or manage compensation systems, FLSA training is critical.
How Our FLSA Training Works
We offer multiple formats:
Online Training Courses
- Self-paced
- Certification options
- Annual updates
Instructor-Led Webinars
- Live Q&A
- Practical case studies
Self-Study Materials
- Compensation benchmarking
- Wage audit preparation
Why Wage & Hour Training Pays For Itself
Investing in FLSA training reduces risk and strengthens compliance confidence, as just one single misclassification error can result in:
- Years of back pay
- Attorney fees
- Collective action exposure
- Government audits
Frequently Asked Questions
What is the FLSA?
The Fair Labor Standards Act establishes federal wage, overtime, recordkeeping, and youth employment standards.
Who enforces FLSA?
The U.S. Department of Labor’s Wage and Hour Division.
What is the biggest FLSA compliance risk?
Employee misclassification and overtime calculation errors.
Can state laws override FLSA?
Yes. Employers must follow whichever law (federal or state) is more protective of employees.
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