www.dol.gov/esa/whd/flsa/faq.htm
OVERTIME AND WORK HOURS
When is overtime due?
For covered, nonexempt employees, the FLSA requires overtime pay at a rate of not less than one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek. Some exceptions to the 40 hours per week standard apply under special circumstances to police officers and fire fighters employed by public agencies and to employees of hospitals and nursing homes.
Some states have also enacted overtime laws. Where an employee is subject to both the state and Federal overtime laws, the employee is entitled to overtime according to the higher standard (i.e., the standard that will provide the higher rate of pay). |
www.dol.gov/esa/regs/compliance/whd/whdfs8.htm
Fact Sheet #8: Police and Fire Fighters Under the Fair Labor Standards Act (FLSA)
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This fact sheet provides general information concerning the application of the FLSA to law enforcement and fire protection personnel of State and local governments.
Characteristics
Fire protection personnel employed by a fire department include firefighters, paramedics, emergency medical technicians, rescue workers, ambulance personnel, or hazardous materials workers who are:
trained in fire suppression,
have the legal authority and responsibility to engage in fire suppression, and
are engaged in the prevention, control and extinguishment of fires or response to emergency situations where life, property, or the environment is at risk.
Law enforcement personnel are employees who are empowered by State or local ordinance to enforce laws designed to maintain peace and order, protect life and property, and to prevent and detect crimes; who have the power to arrest; and who have undergone training in law enforcement.
Coverage
Employees of State and local governments are covered by the FLSA (section 3(s)(1)(C)).
Requirements
Hours of work include all of the time an employee is on duty at the employer's establishment or at a prescribed work place, as well as all other time during which the employee is suffered or permitted to work for the employer. Under certain specified conditions time spent in sleeping and eating may be excluded from compensable time.
The FLSA requires that all covered, non-exempt employees be paid at least the statutory minimum wage, -- $5.15 an hour effective 9/1/97.
The FLSA requires that all covered, non-exempt employees be paid time and one-half their regular rates of pay for all hours worked in excess of 40 in a workweek.
Section 13(b)(20) of the FLSA provides an overtime exemption to law enforcement or fire protection employees of a public agency which employs less than five employees in law enforcement or fire protection activities.
Section 7(k) of the FLSA provides that employees engaged in fire protection or law enforcement may be paid overtime on a "work period" basis. A "work period" may be from 7 consecutive days to 28 consecutive days in length. For example, fire protection personnel are due overtime under such a plan after 212 hours worked during a 28-day period, while law enforcement personnel must receive overtime after 171 hours worked during a 28-day period. For work periods of at least 7 but less than 28 days, overtime pay is required when the number of hours worked exceeds the number of hours which bears the same relationship to 212 (fire) or 171 (police) as the number of days in the work period bears to 28.
Under certain prescribed conditions, a State or local government agency may give compensatory time at a rate of not less than one and one-half hours for each overtime hour worked, in lieu of cash overtime compensation. Employees engaged in police and fire protection work may accrue up to 480 hours of compensatory time.
An employee should be permitted to use compensatory time within a reasonable period after making the request, if doing so does not "unduly disrupt" the operations of the employer.
At the time of termination an employee must be paid the higher of (1) his/her final regular rate of pay or (2) the average regular rate during his\her last three years of employment for any compensatory time remaining "on the books" when termination occurs. For more information on state and local governments under the FLSA, see Fact Sheet #7.
No covered employer may employ any minor in violation of the child labor provisions of the FLSA. The Act establishes specific provisions concerning prohibited occupations and/or hours of employment of minors under age 18.
Covered employers must make, keep and preserve payroll-related records as described by Regulations, 29 CFR Part 516. |
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