The Fair Labor Standards Act (FLSA) is a federal employment law that defines employer obligations relating to employee wages, hours, overtime, and child labor. According to estimates from the U.S. Department of Labor (DOL), over 70% of employers are not in full compliance with the Act and applicable regulations. To ensure full compliance, employers must implement policies and pay practices that meet the Act’s standards, and must notify employees of their rights and obligations. Non-compliance with wage and hour laws can result in fines, back pay, front pay, and possible imprisonment for willful violations.

The U.S. Department of Labor’s Wage and Hour Division (WHD) is launching a “Plan/Prevent/Protect” initiative to crack down on violations of the FLSA. Additionally, three new wage and hour regulations are expected in 2012 as part of the DOL’s unified regulatory agenda. Wage and hour lawsuits are at an all-time high, and increased DOL enforcement efforts are expected next year.

To help employers notify employees of important changes in law and demonstrate good faith compliance with the wage and hour and overtime provisions of the Act, Personnel Concepts has introduced an FLSA Compliance Poster Subscription. This exclusive subscription includes an All-On-One FLSA Compliance Poster with five notices addressing wage & hour, overtime, and child labor; automatic poster updates for one full year when regulatory changes or significant FLSA court decisions occur; and a quarterly Wage and Hour Compliance Monitor newsletter to keep you abreast of common violations and DOL enforcement efforts.

Who Needs It

All employers with two or more employees on payroll must comply with various wage and hour, overtime, and child labor standards included in the Act, regardless of whether they are dually covered by a state minimum wage or child labor law.

Benefits

Clear Communication of Critical Provisions
Recent updates to child labor rules and new guidelines on break times for nursing mothers require employers to take action to ensure that employees are notified of their rights and obligations under these changes in law. Additionally, to avoid potentially costly overtime lawsuits, employers must implement a salary deductions policy and notify employees about the criteria used to determine who is exempt or non-exempt from overtime. Posting this information conspicuously ensures clear communication in the workplace.

Lawsuit Prevention and Defense
Employers have become increasingly susceptible to individual and class-action lawsuits relating to wage and hour violations. Penalties for non-compliance and judgments in FLSA lawsuits are significantly more severe when a violation is found to be willful. Conspicuously posting FLSA information in the workplace can demonstrate good-faith compliance with the law, thus reducing the severity of penalties in the event of an infraction or issue.

Money-Back Guarantee

If you’re not completely satisfied with our FLSA Compliance Poster Subscription, you can return it within 30 days from the original date of purchase for a full refund, less shipping and processing charges.

Specifications

A 22” x 25.5” All-On-One FLSA Compliance Poster that includes the following critical policy statements and notices:

• Overtime exemption criteria (white-collar duties tests)
• Notice regarding revised child labor regulations
• Nursing mothers break time policy notice
• Salary deductions policy
• State minimum wage rates and overtime thresholds
• Automatic poster updates for one full-year if any of the notices on your FLSA poster are revised due to a court decision or change in regulations
• Four quarterly issues of our Wage and Hour Compliance Monitor newsletter to keep you up-to-date about wage and hour lawsuits, regulatory updates, and DOL enforcement trends