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State governments and public agencies still subject to FLSA regulations

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City and state government FLSA regulationsIf you work for a state or local government agency you may be under the impression that these agencies cannot make mistakes. After all, they should be well aware of the wage and hour laws when it comes time to issuing your paycheck, right?
Just because you work for a public agency doesn’t mean that they are always on the straight and narrow. There is a lot of room for mistakes when everybody just assumes that the payroll department is functioning properly.
Case in Point
The city of Frederick, Oklahoma, has agreed to pay 29 current and former employees $60,911 after an investigation by the U.S. Department of Labor turned up minimum wage, overtime, and recordkeeping violations under the Fair Labor Standards Act (FLSA).
The U.S. Department of Labor investigation found several employees who were incorrectly classified as exempt from receiving overtime pay, including police officers, and water, sewer and electrical workers.
Employees required to work long hours without pay
Many of the employees involved in the case were required to work long hours but were either paid straight time for overtime or were given comp time off at straight time rates.
Public agency employers like state governments or interstate governmental agencies are still subject to the minimum wage, overtime and recordkeeping regulations of the FLSA.
The FLSA and Comp Time
Under certain conditions, state or local government agency employees may receive compensatory time off, but at a rate of not less than one and one-half hours for each overtime hour worked, instead of cash overtime pay.
If your employer is not paying you overtime or pays you straight time for overtime, order our free book to learn everything you need to know about wage and overtime claims under the FLSA. You can also send us a contact form to tell us about your case.
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