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, 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.

In 2010, the DOL announced plans to increase enforcement of the FLSA and related laws by adding additional inspectors and investigators to their staff. Non-compliance with wage and hour laws can result in fines, back pay, front pay, and possible imprisonment for willful violations.

On July 19, 2010, new FLSA child labor regulations took effect that modify the list of permissible occupations for minors and increase the maximum penalties associated with non-compliance to $11,000 per violation. Additionally, the DOL issued new guidance on an amendment to the FLSA requiring employers to provide breaks to nursing mothers for the purposes of pumping breast milk.

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 All-On-One FLSA Compliance Poster. This exclusive poster includes employee notices on overtime exemptions, child labor regulations, salary basis rules, break time requirements for nursing mothers, and state minimum wage rates.

Who Needs It

All employers with two or more employees on payroll must comply with various wage & 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
New 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 & 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 All-On-One FLSA Compliance Poster, you can return it within 30 days from the original date of purchase for a full refund, less shipping and processing charges.

Specifications

• Size: 22” x 25.5”
• Available laminated for durability
• Includes the following critical policy statements and notices:
• - Notice regarding revised child labor regulations
• - Nursing mothers break time policy notice
• - Overtime exemption criteria (white-collar duties tests)
• - Salary deductions policy
• - State minimum wage rates & overtime thresholds