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November 10, 2004 DOL > ESA > WHD > Fact Sheets > Fact Sheet #9 |
Fact Sheet #9: Manufacturing Establishments Under the Fair Labor Standards Act (FLSA) This fact sheet provides general information concerning the application of the FLSA to manufacturers. CharacteristicsEmployees who work in manufacturing, processing, and distributing establishments (including wholesale and retail establishments) that produce, handle, or work on goods for interstate or foreign commerce are included in the category of employees engaged in the production of goods for commerce. The minimum wage and overtime pay provisions of the Act apply to employees so engaged in the production of goods for commerce. CoverageThe FLSA applies to employees of a manufacturing business covered either on an "enterprise" basis or by "individual" employee coverage. If the manufacturing business has at least some employees who are "engaged in commerce" and meet the $500,000 annual dollar volume test, then the business is required to pay all employees in the "enterprise" in compliance with the FLSA without regard to whether they are individually covered. A business that does not meet the dollar volume test discussed above may still be required to comply with the FLSA for employees covered on an "individual" basis if any of their work in a workweek involves engagement in interstate commerce or the production of goods for interstate commerce. The concept of individual coverage is indeed broad and extends not only to those employees actually performing work in the production of goods to be directly shipped outside the State, but also applies if the goods are sold to a customer who will ship them across State lines or use them as ingredients of goods that will move in interstate commerce. Additionally, employees who handle interstate calls, mail, invoices, or receive packages, etc., are individually covered. It has been the experience of the Wage and Hour Division that virtually all employees of manufacturers are covered by the Act's provisions. RequirementsCovered, nonexempt employees must be paid the Federal minimum wage. This minimum rate must be met regardless of whether the employees are paid by time, piece, job, incentive, or any other basis. The cost of tools, uniforms or other similar requirements may not be borne by the employee where such cost would reduce the wages paid in the workweek below the required minimum wage or in any way reduce the wages due for overtime hours. Youth Minimum Wage: The 1996 Amendments to the FLSA allow employers to pay a youth minimum wage of not less that $4.25 an hour to employees who are under 20 years of age during the first 90 consecutive calendar days after initial employment by their employer. The law contains certain protections for employees that prohibit employers from displacing any employee in order to hire someone at the youth minimum wage. Unless specifically exempt, all covered employees must receive overtime pay for hours worked in excess of 40 in a workweek at a rate of not less than one and one-half times their regular rates of pay, regardless of the payroll frequency (bi-weekly, semi-monthly etc.). The regular rate of pay is defined as all remuneration (including production bonuses, shift differentials, attendance bonuses) divided by the total hours of work in the workweek. Typical Problems
Some Other Pertinent Labor Laws:
Where to Obtain Additional InformationThis publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations. For additional information, visit our Wage-Hour website: http://www.wagehour.dol.gov and/or call our Wage-Hour toll-free information and helpline, available 8am to 5pm in your time zone, 1-866-4USWAGE (1-866-487-9243).
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