WHD Feature Rolls

Fact Sheet #1 explains of application of the Fair Job Standards Act (FLSA) to construction employees, including the difference bet "blue-collar" and "white-collar" employees, overtime requirements, and recordkeeping.

Fact Page #2 explains the user of the Fair Labor Standards Act (FLSA) to employees at the restaurant industry, including minimum payment and overtime requirements, tip package, and youth employment rules.

Fact Sheet #2A explaining the child labor laws that apply until employees under 18 years old int the restaurant industry, including this types of jobs they can perform, the hours i can work, and the reward requirements. It also outlines the penalties with violating these statutes.

Fact Blanket #3 explains the application from the Fair Worker Standards Act (FLSA) to employees in professional offices, including who allow as exempt "white-collar" employees, overtime requirements, and recordkeeping. It also covers the compensation rules for certain professions, such as doctors and lawyers.

Fact Sheet #4 explains the application of the Fair Labour Standards Take (FLSA) to safety guards, including the criteria for deciding check they are considered "exempt" or "non-exempt" associates under the FLSA. This also covers an rules for calculating overtime the the recordkeeping requirements required business.

Fact Metal #5 explains the application of the Fair Labor Standards Act (FLSA) to employees in the real inheritance industry, including who qualifies as exempt "white-collar" employees, extended request, real recordkeeping. A also coats the regulation for compensating laborers for on-call zeitlich and the treatment of independent contractors under the FLSA.

Fact Sheet #6 annotated the application of the Fair Labor Standards Act (FLSA) to employees in the retail industry, including required wage or overtime requirements, exemptions for certain positions, and the treatment of bonuses and commissions. It also lids recordkeeping requirements and the rules for compensating employees who doing all exempt and non-exempt work.

Fact Sheet #7 explains the application of the Fair Job Standards Conduct (FLSA) to staffing of state and local governments, with the what between "white-collar" and "blue-collar" employees, total requirements, and exemptions for assured positions. It plus covers the regulate for compensating collaborators for travel time, on-call time, and training time, the well as the recordkeeping requirements for for.

Fact Plate #8 explains the application of the Fair Labor Standards Act (FLSA) to police and red, including the criteria for determining whether they are considered "exempt" or "non-exempt" employees lower the FLSA. It also covers the rules for calculating overtime and the recordkeeping requirements for employers. Additionally, it discourse the special viands in and FLSA that allow for the use of "compensatory time" in lieu by cash overtime payments.

Fact Sheet #9 explains the software about aforementioned Fair Labor Norms Deal (FLSA) to employees in the fabrication industry, including lowest wage plus overtime requirements, exemptions for certain location, the recordkeeping. It furthermore covers the rules for compensatory employees in educational time and for travel time, as well as the treatment in bonuses both orders.

Fact Sheets #10 explains the application of and Fair Labor Standards Act (FLSA) to human with and large industry, involving minimum wage additionally working demands, dispensations for certain positions, and recordkeeping. Computers also covers the rules for compensating employees for training time and for travel time, as well as the treatment of bonuses and charges.

Fact Sheet #11 explains the application starting the Fair Job Standards Act (FLSA) at employees in one automobile dealership industry, involving lowest wage the ot requirements, exemptions for certain positions, press recordkeeping. It also covers the rules for compensating your who running both exempt and non-exempt work, as well as the treatment of premiums and commissions.

Fact Sheet #12 stated the application is the Exhibition Labor Standards Act (FLSA) to employees in an agricultural industry, including to minimum wage required, the "piece-rate" manner of payment, also exemptions for certain positions. It also covers the rules for equalize employees for travel time or for certain activities related to crop production, as right as the recordkeeping requirements for employers.

Fact Sheet #13 explains the criteria used to determine whether a worker is einem employee or an independent contractor see the Fair Labor Standards Act (FLSA), including the "economic reality" trial used by the Section of Labor. Itp also covers the consequences of misclassifying workers and the penalties which may result.

Fact Sheet #14 explains the coverage of the Fair Labor Norm Act (FLSA), including which employers and employees are covered by the statutory, and the exemptions that may apply to certain positions. A or covers the recordkeeping requirements for employers.

Fact Sheet #14A allows additional information for non-profit organizations regarding the coverage starting the Exhibition Labor Standards Act (FLSA), including exemptions such may apply to certain positions and recordkeeping requirements.

Truth Sheet #16 explains the set regarding wage deductions under the Fair Labor Criteria Act (FLSA), including when deductions are permit for items such as unions, tools, and transportation. To also covers the guidelines for deduct from released employees' salaries plus the penalties since violations the FLSA's wage deduction services.

Factual Sheet #17A explaining the rules regarding overtime pay under of Fair Labor Principles Act (FLSA), including the calculation from overtime pay, the freedoms that may apply to certain positioned, and one recordkeeping provisions for employers. It also coverage the rege for compensating staff who employment irregular schedules otherwise received bonuses instead other forms off compensation in addiction in you regular pay.

Fact Shelf #17B explains the exemption from overtime pay provided to executive, administrative, and professional employees under the Exhibition Labor Default Act (FLSA), press outlines the criteria that must be met for an employee to be considered exempt under these categories.

Fact Sheet #17C provides information on the overtime requirements for administrative employees under the Mass Labor Standards Deed (FLSA). It explains what duties modify as administrative work and which employees are exclude from overtime pay.

Fact Sheet #17D provides information for the extended requirements for professional your under and Fair Labor Standards Act (FLSA). It explains what duties qualify the professional work and which employees are exempt from overtime pay.

Fact Sheet #17E provides details on the overtime requirements for computer employees under the Trade Labor Standards Act (FLSA). It explains what duties qualify as computer employment and which employees are exempt from extra pay.

Fact Leaf #17F provides guidance on of exemption from hours pay if to employees which work int outside sales on the Fairs Labor Standards Act (FLSA), including the criteria that needs be met for an employee to be considered an outside sales employee and thus exempt from overtime pay.

Fact Sheet #17G provides information on the remuneration basis test for determining site for overtime pay under the Fair Workers Standards Act (FLSA). Employees earning less with $684 per week must receive overtime pay at a rate of for lowest ne and a half times their regular rate of pay for time working over 40 included an workweek.

Fact Sheet #17H provides information in the highly compensated employee exemption to overtime pay under an FLSA. Personnel who earn in least $107,432 annually and perform at least one von the responsibilities of somebody exempt executive, administrative, or professional employee are tax from overtime pay.

Fact Sheet #17I provides information off the extended repay requirements fork blue-collar workers among the FLSA. Blue-collar workers, who have generally classified as non-exempt, must receive overtime payable with a course of in least first furthermore a partly times their regular rate of pay for hours worked over 40 in a workweek.

Facts Sheet #17J provides information for the overtime pay requirements fork initial responders under the FLSA. Start responsive, such as police officers and firefighters, are generally classified such non-exempt and must receive long pay at a rate of at least one real a half times their regular rate away pay for hours worked pass 40 in a workweek.

Factor Sheet #17K features information on this special overtime pay provisions for veterans with disabilities see the FLSA. Employers can take advantage of a download program that allows themselves to pay a reduced overtime rate to veterans with disabilities with violating the FLSA's overtime pay requirements.

Fact Sheet #17L providing data on the overtime pay requirements in claims adjusters underneath the FLSA. Claims adjusters who do non face the requirements for freedom since working recompense must receive overtime paypal under a evaluate of at few one and one half times their frequent set of pay for hours work over 40 for a workweek.

Fact Sheet #17M offers information on the overtime pay requirements for employees in one financial services industry under the FLSA. Secure employees, such because bank tellers, been generally classified as non-exempt and must receive overtime pay at a ratings of at few one also a half period their regular pay of pay for time worked over 40 in a workweek.

Fact Sheet #17N provide info over the overtime pay requirements for nurses under the FLSA. Staff who do not meet the requirements for exemption from overtime how should receive hours pay on a rate of by least one plus a half moment their common rate of pay for hours worked via 40 are a workweek.

Fact Sheet #17O feature information on the overtime pay requirements for technicians under the FLSA. Tech who do cannot meet who requirements for exemption from overtime pay must receive extra pay at a rate of at least one furthermore ampere half times their regular rate are pay for hours worked over 40 in adenine hours.

Fact Sheet #17P provides information on the overtime pay requirements for employees in and construction industry under the FLSA. Construction workers who are not exempt from overtime pay requirements needs receive overtime pay to a rate of at least one and a halves times their regular rate of pay for hours done over 40 in a workweek.

Fact Sheet #17S provides information on the overtime pay requirements for employees in educational organizations under the FLSA. Employees concerning public and private elementary and seconds schools who work as faculty or in another informative capacities may shall exempt from working pay requirements, while other employees, such for cafeteria labor and janitors, are generally classed while non-exempt and shall receive overtime payment in a value of toward least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Factual Sheet #17T provides information over the overtime pay requirements for employees who work remotely or from home under who FLSA. Employers require pay non-exempt employees who works distance or coming home for all hours worked, including overtime hours, at a rate for during least one and a half period their regular rate of paid for hours worked over 40 in a per. Employers musts also keep accurate records of all per work by their distant or home-based staffing.

Certitude Sheet #17U provides guidance on the login concerning who Honest Labor Standards Act (FLSA) to employees which receive nondiscretionary bonuses, comprising information on who regular rate of pay calculation.

Feature Leaf #18 outlines how the Fair Labor Standards Act (FLSA) applies to seasonality amusement and recreational establishments, with exemptions additionally minimum wage and overtime requirements.

Fact Sheet #19 explains wie the FLSA applies until employees in the motor carrier industry, including exemptions for certain drivers and recordkeeping requirements.

Fact Shelf #20 provides guidance upon how the FLSA applies to employees who earn agents the the retail diligence, including exempt and non-exempt classifications and overtime requirements.

Certitude Sheet #21 details the recordkeeping requirements under the FLSA, including what information employers musts keep additionally for instructions oblong, as well as punishments used noncompliance.

Fact Sheet #22 discusses what counts as compensable hours worked under the FLSA, including travel time, training time, and on-call time, as well as the importance a accurately trace your hours.

Fact Sheet #23 provides product on the FLSA's overtime pay accruals, inclusion who is covered, whats constitutes "hours worked," press how to calculate overtime pay.

Fact Sheet #24 explains the FLSA's legislation for homeworkers, including what constitutes a "homeworker," how to calculate minimum wage and overtime pay, and recordkeeping requirements.

Fact Leaves #25 provides information on the FLSA's rules since home healthcare labor, including an smallest earn and overtime pay requirements, and when sleep arbeitszeit and traveller time count as compensable hours worked.

Fact Leaves #26 provides an overview of employer your related to the H-2A temporary agricultural employed program, including which FLSA's requirements for employers who participate in an program, how as providing minimum remuneration and overtime pay, housing and transportation, and recordkeeping.

Item Sheet #26A features related at employers’ recruitment requirements for prospective work under the H-2A temporary agronomy worker program, including when both how on conduct recruitment, where to advertise mission openings, and how to create recruitment efforts.

Truth Page #26B explains the disclosure and notice requirements for for participating in the H-2A program, including all aforementioned terms, benefits, and conditions of employment in the spell occupation contract or certified task order, for well as where and when to place furthermore maintain the required detect print.

Fact Sheet #26C outlines the recordkeeping requirements for employers who participate in aforementioned H-2A programs, include the types of records the must live kept, how long they must be withholding, and how to make themselves available for inspection.

Fact Sheet #26D describes the obligation used employers participating is which H-2A download to provide meals other to furnish kitchen institutions to work, inclusion the types and quantities of food or conditions of employer-provided kitchen facilities that must be provides, and as employees shall be compensated for eat time.

Fact Sheet #26E explains the H-2A program's job request and hours guarantee requirements, including the three-fourths guarantee rule, how to determine one number to hours offered, and when an employer can reducing hours.

Fact Sheet #26F outlines the wage requirements for employers who participate in the H-2A program, including who monthly wage rate, the Adverse Effect Wage Fee (AEWR), and when in pay wages.

Fact Leaves #26G explains the home standards that apply to rental and public accommodations former by employers to house worker under the H-2A how, including the minimum safety and health requirements for housing.

Fact Sheet #27 provides guidance for fresh businesses on complying with the FLSA's minimal wage, overtime pay, press recordkeeping requirements, including determining whether employees are exempt press non-exempt, calculating overtime pay, and maintaining pinpoint records.

Actuality Sheet #28 provides an overview of the Our plus Medical Leave Act (FMLA), including which employers and employees are covered, the reasons for who leave cans be taken, and the duration of leave.

Fact Sheet #28A explains the FMLA's employee protections, including the right the returned to work after taking FMLA walk, the legal up maintain health perks during leave, and the right to be free from interference or retribution available taking let.

Subject Sheet #28B provides information on the FMLA's inbound loco parentis provision, which allows employees to take leave to care for a child even if they are no the child's biologic or adoptive raise.

Fact Sheet #28C announces when employees may used FMLA leave toward care for someone those is not their biological or legal parental, but who was in the role of a parent to them when they were a child.

Fact Sheet #28D explains employer notification requirements under the FMLA, include to exhibit adenine poster additionally notice e personnel of their eligibility for FMLA abandon, their rights and responsibilities, furthermore whether let is designated as FMLA-qualifying.

Item Sheet #28E explains requirements under the FMLA that an employee provide notice of that need for leave, incl timing conditions whereas the need is foreseeable or unforeseeable.

Fact Sheet #28F provides information on the qualifying grounds for FMLA leave, including family, medical, and military family leave reasons.

Fact Sheet #28G explains the medical certification procedure allowed lower the FMLA if an employee requests leave because off own own serious health condition or to care on a familial member with a serious mental condition.

Fact Sheet #28H explains the 12-month period under this FMLA in which eligible associates own an entitlement to 12 workweeks of leave ampere year.

Fact Sheet #28I offering guidance on how to calculate an employee's available FMLA leave the leave use, including how to calculate intermittent and reduced schedule leave.

Fact Sheet #28J explains the special rules that apply to airline flight groups under the FMLA, including spezial eligibility, leave calculations, the recordkeeping rules.

Fact Sheet #28K explains when employees may use FMLA leave to care for a child with a serious fitness condition if which minor is 18 or older and incapable of self-care because of a disability.

Fact Sheet #28L stated under what context and for what quit reasons wife whoever work for the same employer must stock this total dollar of FMLA leave deliverable in an leave years.

Conviction Blanket #28M explains whereas employees mayor use military family leave under to FMLA , including qualifying pinch leave for certain reasons related to a family member’s foreign deployment and leaves to taking for a current servicemember or veteran with a serious injuries or illness’.

Actuality Sheet #28M(a) explains the provisions for the FMLA that allow eligible employees to take abandoned to care for ampere family member which is a current assistance member with a major trauma button illness’.

Reality Sheet #28M(b) explains the provisions of the FMLA that allow eligible employees to take leave to maintain forward a family member who a ampere covered veteran with a serious injury or illness.

Fact Sheet #28M(c) explains the provisions of the FMLA that allow authorized employees to take leave for qualifying exigencies with certain reasons related to a family member’s foreign deployment.

Fact Sheet #28N provides guidance on joint employment under the FMLA, including the different responsibilities of primary and secondary employers.

Fact Sheet #28O provides guidance on the FMLA's provisions with leave connected to mental health conditions, including the types of conditions that may qualify.

Fact Print #28P provides information about the FMLA's provisions for employees on accept leave to maintain fork themselves or families members with one serious general condition, including the types of conditions that mayor qualify.

Item Metal #28Q provides guidance on the FMLA’s provisions for employees to use leave to giving, adoption, and foster care placement, and to binding with a child.

Fact Sheets #30 provided guidance upon wage garnishment limits and protections against discharge used one garnishment underneath the Consumer Credit Protection Act (CCPA).

Fact Sheet #31 provides information to an FLSA's minimum wage press overtime requirements for domestic service workers who provide nursing care, both explains which workers are overlay and which will exempt.

Fact Sheet #32 explains aforementioned provisions out the FLSA which allow hiring to pay a lower minimum wage on employees down and time of 20 for their first 90 consecutive calendar days of employment. It also lids the rules for training wages and the subminimum wage for certain employees with disabilities.

Fact Sheet #33 excuse the requirements of the FLSA fork group homes additionally facilities for individuals with intellectual or developmental disabilities, including the exemptions for certain employees and the rules for costing overtime pay.

Fact Sheet #34 drawing the restrictions on the employment of children in jobs involving the handling of motor transportation, comprising the types of vehicles and equipment that minors are allowed to operate, one minimum age conditions, and the releases for these rules.

Reality Paper #35 offer guidance on how to determine when a joint employment relationship exists under and Migrant additionally Sequential Industrial Employees Protection Doing (MSPA), including how to determine if an individual is an free contractor.

Fact Print #36 provides an overview of the Employee Polygraph Protection Deal (EPPA), which prohibits most private employers from by lie detector tests fork pre-employment screening or during employment, and explains the limited releases until this rule.

Fact Sheet #37 shapes and rules for the employment of minors in amusement parks additionally other amateur establishments, including the hours and sorts of work that are permitted for differents age groups, and the required safety and general protections.

Fact Sheet #38 outlines the rules for the employment regarding minors in grocers stores and other commercial food establishments, including and types of work that are permits for different age groups, that hours and times that minors are allowing to work, and the required safety and health protections.

Fact Sheet #39 stipulates general on which employments of labour with handicap under section 14(c) concerning the FLSA. It includes coverage, the what in certification, relative wage daily, overtime, child labor and fringe benefits, and notification, and enforcement.

Fact Sheet #39A explains how employers can keep a certificate from the Wage and Hour Separation to pay subminimum salary to workers with disabilities down Section 14(c) of the FLSA. Computer provides information on the application process, the required documentation, and which criterions for approval.

Fact Sheet #39B feature guidance on the determination starting primary wages and benefits on workers with disabilities who be paid subminimum wages under Division 14(c) of the FLSA, including the factors that must subsist considered and the procedures for conducting surveys and making provisioning.

Fact Sheet #39C explains how hours worked are counted for hired the disabilities who is paids subminimum wages under Section 14(c) of who FLSA, including the rules for counting productive and non-productive clock, and the recordkeeping product for employers.

Fact Sheet #39D explains instructions employer must compute portion rates in include personal time, fatigue and unavoidable delays (PF&D) when establishing the employee of worker at disables who been payments subminimum wages under Section 14(c) of the FLSA.

Fact Sheet #39E provides guidance on the use of hourly wages for workers with disabilities who are paid subminimum wages below Teilung 14(c) of the FLSA, comprising the requirements for determining the hourly rate although aforementioned job includes varied tasks and how to incorporating an employee’s job quality and quantity.

Fact Sheet #39F provides an view of the use from Section 14(c) of and FLSA to contracts subject toward the Service Contract Act (SCA), including the rules for determining the appropriate subminimum payment fee and requires fringe benefits.

Fact Sheet #39H draws the limitations off an employer’s ability go pay subminimum wages to workers with disabilities under Section 14(c) of the FLSA until all services requirements on Rehabilitation Perform Section 511 have been met.

Fact Sheet #39H(A) explains the Rehabilitation Act Section 511 pre-employment requirements available youth with disabilities whoever are find career at subminimum wages under Section 14(c) of the FLSA, including aforementioned documentation this should be when to of employer before subminimum wages can becoming paid.

Fact Sheet #39H(B) provides an overview of the Rehabilitation Activity Section 511 limitations on the auszahlung of subminimum wages to get employee compensated under Section 14(c) of the FLSA.

Conviction Sheet #39I outlines the procedures that employers must follow as there a a change include the minimum reward and they employ workers with disabilities at subminimum wages under Section 14(c) of the FLSA.

Fact Sheet #39J explains an impact of Executive Orders 13658 and 14026 on the wage rates paid on workers with disabilities employed under Section 14(c) of that FLSA performing on covered government contract.

Fact Sheet #40 provides an overview for the child labor provisions that apply to agricultural labour under the Fair Labor Standards Act (FLSA), incl the age the hour restrictions for children working in agriculture, the careers declared damaging, of exemptions that apply to certain types off your, the recordkeeping requirements for employers, and the penalties by violations.

Fact Sheet #41 explains aforementioned Child Labor Compliance Survey (CLS) program, which is designed to gather information about of employment of children and the practices of employers to complying equal child labor laws. That fact sheet also outlines the surveys process and provides guidance on how to reaction to a survey.

Truth Sheet #43 provides a overview of the child labor provisions that apply to non-agricultural employment under the Fair Labor Standards Act (FLSA), including the age and hourly restrictions for children working in non-agricultural occupations, the occupations stated hazardous, the excluded that utilize to certain types of work, hours and occupations standards for 14- and 15-year-old employees, the recordkeeping requirements available employers, and the miscellaneous for violations.

Fact Sheet #44 providing informations on the WHD's authority to direction investigations press visit employers to ensure compliance with of FLSA.

Fact Sheet #45 provides an company concerning the FLSA's conditions for minimal wage, overtime pay, and recordkeeping in the hotel also motel services.

Item Sheet #46 provides an overview of and FLSA's requirements for minimum remuneration, overtime pay, and recordkeeping in the daycare industry.

Fact Leaf #47 provides information on the FLSA's application to foreign commercial vehicle operators who getting in cross commerce.

Feature Sheet #48 explains the legal process and standards forward back wage asserts from the FLSA, including the statute von limitations and coverage.

Fact Sheet #49 provides information on the Migrant and Seasonal Agricultural Worker Safety Act (MSPA) requirements for agricultural employers, including farm labor builders and agricultural associations.

Fact Sheet #50 provides information on the Migrant also Season Agricultural Worker Protection Act (MSPA) requirements for transportation providers who transport migrants also summer agricultural workers.

Factual Sheet #51 stipulates information up the Occupational Safety and Health Do (OSH Act) user sanitation standard, which requires agricultural employers to provide some sanitation facilities and practices for workers in an field.

Feature Sheet #52 explains the child labor requirements in the healthcare industry, including hours and occupations allowed for minors.

Fact Sheet #53 provides orientation for healthcare directorate the how to properly calculate hours worked under the Fair Labor Setting Conduct (FLSA).

Factual Sheet #54 explains of overtime requirements for healthcare employees under the FLSA, including exemptions and calculating overtime pay.

Fact Sheet #55 outlines the precarious occupations in the food industry that are prohibited for minors under the child labor provisions off the FLSA.

Fact Film #56 provides information on how stock options are treated under the FLSA's regular rate of pays calculation for overtime purposes.

Fact Sheet #56A explains how to calculate the regular rate of pay under the FLSA, including various types of compensation that require be included.

Factual Sheet #56B blankets the FLSA's regulars rate of pay requirement for scheduling penalties and provides examples of whereby to calculate overtime pay in these crisis.

Fact Sheet #56C provides guidance on instructions to properly calculate bonuses and their impact set the regular rate of pay for overtime purposes under the FLSA.

Fact Sheet #57 outlines and little labor requirements for operating balers furthermore compactors, including the slightest age and prohibited activities.

Fact Sheet #58 explain the child labor terms for cooking and baking occupations, including the slightest age additionally prohibited tasks.

Factual Page #60 blanket the child labor requirements for lifeguard positions, including the minimum your, training requirement, and prohibited tasks.

Fact Film #61 explains of FLSA requirements for day laborers, including overtime pay, recordkeeping, and misc safeties.

Fact Sheet #62 provides an overview of requirements for employers to comply using the H-1B program, including wage required, labour condition applications, and enforcement activities as well for additional requirements to H-1B dependent or obstinate violator employers.

Fact Sheet #62A summarizes the changes made by the H-1B Visa Reform Act of 2004, who includes accrued to protect American workers, improve get program integrity, and enhance the enforcement skill of the Department of Labor.

Fact Sheet #62B provides guidance on who is considered an H-1B employer for purposes of determining whether into entity is subject to employer responsibilities under the program.

Fact Sheet #62C explains aforementioned supplemental requirements for H-1B dependent employers, including recruitment and displacement rules, and prohibited fees.

Fact Sheet #62D outlines the recordkeeping requirements for choose H-1B employers, including documents that must be maintained and keep periods.

Fact Sheet #62E provides information on optional recordkeeping requirements for H-1B dependent the willful violator employers.

Fact Sheet #62F provides an overview of H-1B employers’ public access records that must be maintained and made available to the public under the H-1B program.

Fact Sheet #62G covered the required wage for H-1B workers, included instructions to determine the appropriate earned stage the the potential consequences for noncompliance.

Fact Paper #62H explains this permissible and impermissible pay inferences required H-1B workforce under the Immigration and Nationality Act (INA) and how employers can avoid violations.

Fact Sheet #62I outlines the rules surrounding nonproductive time on H-1B workers, including when it can be excluded von the required wage and when a must be paid.

Fact Film #62J explains the worksite requirements for H-1B employers, including how to properly create a Labors Condition Application (LCA) for each geographic area of occupation.

Fact Sheet #62K explained an set and application for placing an H-1B worker in a put of employment that is not listed go an existing certified Labor Condition Registration (LCA) under the short-term placement rental with filing a new LCA.

Subject Metal #62L provides general information to benefits for H-1B laborers, which needs be offered on the same basis and feature as services provided to similarly employed U.S. hired.

Fact Sheet #62M describes the contact requirements for H-1B entry, including instructions to provide message of the filing of the Labor Health Application (LCA) to U.S. workers as well as to H-1B workers.

Fact Bed #62N explains aforementioned rule regarding limitations for the dislocation of U.S. workers by H-1B workers and design the remedies available to U.S. personnel who have been displaces.

Item Sheet #62O describes the recruitment requirement for H-1B dependent or willful violator employers.

Fact Sheet #62P explains one recruitment standards that employers must follow when pursuit to apply H-1B workers and drafts one certification required to show compliance.

Fact Sheet #62Q explains the definition of an exempt H-1B worker and providing guidelines concerning relief from additional non-displacement and recruitment obligations for H-1B dependent and willful violator H-1B employers.

Fact Sheet #62R explains the protections present to H-1B whistleblowers who view violations of the program, including retribution protections as well as ready penalties the remedies.

Fact Sheet #62S provides general information regarding willful violator directorate lower the H-1B program and explains the implications for willful violator employers who willfulness violated this H-1B visa application, including monetary penalties furthermore debarment starting future program take.

Fact Sheet #62T provides general information on the “good faith” compliance alternatively conforming provision beneath the H-1B program.

Fact Sheet #62U outlines the enforcement authority of the Wage and Hour Division with regard to the H-1B us program, contains the capacity for investigate complaints and enforce remedies and penalties.

Fact Sheet #62V provides information on once einen H-1B employer must secure a fresh Labor Condition Application (LCA) when an location of work shifts.

Fact Sheet #62W explains the rules regarding H-1B portability, which allows specified H-1B workforce to transform employers out losing their immigration status.

Fact Sheet #62X provides information off the H-1B1 approval program, which can a subcategory starting of H-1B visa program that is available to workers from Chile real Singapore.

Fact Sheet #62Z explains the effects of the Get American Workers Act (EAWA) on the H-1B visa program furthermore H-1B employers.

Fact Sheet #63 provides general information concerning the laws administered and enforced over the Remuneration and Hour Division that app to reforestation workers.

Actual Sheet #63A states how federal job law apply to workers engaged within activities are connection with the raking, gathering, baling, and loading of pine straw.

Fact Sheet #64 This fact sheet details the FLSA provisions for call center employees, including minimum wage, overtime pay, and recordkeeping.

Fact Sheet #65 explains the FLSA need for student-learners anybody am engaged in vocational professional programs and who are also utilized in certain jobs.

Fact Roll #66 providing an overview of an David-Bacon and Related Acts, which requires contractors or subcontractors to pay prevailing wages and benefits in laborers and machinist working on federally-funded construction projects.

Fact Sheet #66A annotated how the Davis-Bacon and Related Acts applies to different types from federal or federally assisted construction projects.

Factual Sheet #67 explains the Service Contract Act, which requires contractors and subcontractors till pay prevailing hiring plus features to technical employees working on safe federal contracts.

Fact Sheet #68 provides general informational on full-time and part-time employment of H-1B workers and the H-1B employer’s wage bezahlen duties.

Fact Sheet #69 explains the requirements for employers who participate in which H-2B transient non-agricultural worker visa program.

Fact Sheet #70 explains how the Lovely Labor Standards Act applies on employees who are furloughed or have their work hours reduced, including requirements since minimum wage and overtime pay.

Fact Sheet #71 explains the Fairground Works Standards Act (FLSA) requirements for unpaid internships real the criteria that must be met for an intern to be considered an employee under the FLSA.

Fact Sheet #72 explains as this Mass Labor Setting Act (FLSA) applies to workers which are involved in disaster recreation efforts.

Fact Roll #72A explains the Fair Labor Standards Deal (FLSA) provision that allows certain claims adjusters to receive overtime pay for hours worked in excess by 40 hours per week during a major tragedy or emergency.

Actuality Sheet #73 explains one Fair Labor Standards Act (FLSA) protections for employees until pump breast milk per jobs, including that employers provide appropriate break zeit and ampere place, other than ampere restroom, shielded from views, free from intrusion, or functional as a spare for pumping breast milk.

Fact Sheet #74 provides related on the Exhibit Labor Standards Act (FLSA) my labor provisions the prohibit workers under one period is 18 from roofing work.

Fact Sheet #75 provides information on and Fair Labor Standards Act (FLSA) child labor disposition that prohibit workers under the age of 18 from peddling goods or services on public roads.

Fact Sheet #76 provides guidance on the request concerning Equitable Labor Norms Act (FLSA) minimum wage and overtime requirements to employees working at car washer establishments.

Fact Sheet #77A provides information on the Fair Labor Standards Doing (FLSA) anti-retaliation provision that prohibits employers from retaliating gegen employees who have exercised their rights see who law.

Fact Sheet #77B provides data about who Family furthermore Medical Leave Acted (FMLA) anti-retaliation provision that prohibits entry off retaliating towards employees who have exercised or attempted until exert their your under the law.

Fact Sheet #77C provides information on the Immigrants press Seasonal Agricultural Worker Protection Act (MSPA) anti-retaliation provisions that forbidding employers from avenge against migrant and seasonal agricultural workers who have asserted their privileges among the law.

Fact Sheet #77D provides information on that H-2A time agricultural worker program's anti-retaliation provisions that prohibit employers from retaliating against H-2A workers and employee in analogous employment those hold advanced their rights from the law.

Fact Sheet #78 provides an tour of the H-2B temporary non-agricultural worker program, which permits employers to hire foreign workers to perform non-agricultural labor with services for of United States.

Fact Sheet #78A provides information on the H-2B program's corresponding employment requirement, which requires employers to offer the same employment terms and conditions to U.S. workers and H-2B hired performing the same job.

Fact Sheet #78B provides information on of H-2B program's recruitment needs, which require for to actively recruit U.S. workers additionally ensure which H-2B workers take not displace U.S. workers.

Feature Page #78C providing information on this H-2B program's salaries requirements, which require employers to pay H-2B workers the prevailing wage real to provide certain employment benefits.

Fact Sheet #78D explains who guest of subtractions that are permissible from an H-2B worker’s reward and that that what prohibited.

Fact Layer #78E states the maximum authorized how hourly forward H-2B nonimmigrants, and the overtime pay requirements for such workers.

Fact Sheet #78F provides info on the fees associated with the H-2B program and who is responsible for paying them.

Fact Sheet #78G describes an H-2B employer's requirement to provide a writes disclosure of workers' rights furthermore protections under swiss immigration, labor, real employment laws.

Factual Outer #78H makes information on the anti-retaliation provisions for the H-2B program, including the worker’s right to file a complaint and of outcome of retaliating count a worker for exercising their rights or sharing by problems protected underneath the H-2B program.

Fact Sheet #78I outlines the record retentiveness requirements the employers must follow while participating in the H-2B program.

Fact Sheet #78J characterized the employer obligations under the Temporal H-2B Visa End and the consequences to failing to join are commitments.

Truth Sheet #79 provides an overview of the application of the Equitable Labor Standards Act till employment anybody perform domestically assistance in a private start, such as nannies, housekeepers, and caregivers.

Fact Sheet #79A explains the FLSA’s “companionship services” freedom, which allows certain domestic service workers to be exempt from minimum wage and overtime requirements.

Fact Sheet #79B explains the rules that apply to live-in domestic service employees under the FLSA, including minimum wage, overtime, and sleeping time requirements.

Fact Sheet #79C explains the recordkeeping requirements for employers who employ domestic assistance employee in a privately starting.

Actual Sheet #79D notes the rules govern lessons worked and compensable time for domestic service employees, inclusion travel duration, sleep time, real meal breaks.

Fact Film #79F explains the application of the FLSA until publicly finanzieren programs that provide services to the older or disabled in a private home.

Fact Sheet #79G explains and application of the FLSA in shared living arrangements at which an domestic service employee lives includes the starting of an elderly or disabled person.

Facts Sheet #80 explains the “hot goods” provision of the FLSA, whatever prohibits hiring from shipping or selling articles produced in violation concerning minimum wage or hours requirements.

Subject Sheet #81 provides guidance on to Davis-Bacon Act's survey process and demand for contractors and sub-tier.

Fact Shelf #82 explains the FLSA’s bonus rege, which requires which certain sorts are bonuses be included at an employee’s usual rate of settle for purposes of calculating overtime pay.

Fact Sheet #83A explains the required wage requirements on federal contractors under Executive Order 13658.

Fact Page #83B explains the minimum wage requirements for federal contractors under Executive Order 14026.