Labor Law Center Blog » Blog Archive

DOL Posters

September 16th, 2006 Posted by Emily

The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. These laws are stated on DOL posters.

One of the DOL posters specifically discusses minimum wage. Covered nonexempt workers are entitled to a minimum wage of not less than $5.15 an hour. Overtime pay at a rate of not less than one and one-half times their regular rates of pay is required after 40 hours of work in a workweek.

Every employer of employees subject to the Fair Labor Standards Act’s minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments to allow employees the ability read it. The content of the notice is determined by the Wage and Hour Division of the Department of Labor.

Every employer of workers with disabilities under special minimum wage certificates authorized by the Fair Labor Standards Act, the McNamara-O’Hara Service Contract Act, and/or the Walsh-Healey Public Contracts Act shall also display a poster prescribed by the Wage and Hour Division explaining the conditions under which special minimum wages may be paid. The poster needs to be posted in a conspicuous place on the employer’s premises where employees and the parents or guardians of workers with disabilities can readily see it.Although the FLSA maintains a minimum wage requirement and other laws, it does not dictate everything concerning wages. For instance, pay raises are generally a matter of agreement between an employer and employee (or the employee’s representative). Pay raises to amounts above the Federal minimum wage are not required by the FLSA.

Additionally, extra pay for working weekends or nights is a matter of agreement between the employer and the employee (or the employee’s representative). The FLSA does not require extra pay for weekend or night work. However, the FLSA does require that covered, nonexempt workers be paid not less than time and one-half the employee’s regular rate for time worked over 40 hours in a workweek.