The FLSA Federal Minimum Wage Poster is a workplace posters poster by the Federal Department Of Labor. This is a mandatory posting for all employers in the United States, and businesses who fail to comply may be subject to fines or sanctions.
IMPORTANT UPDATE - The FLSA poster had recent updates in April 2023. The section titled Nursing Mothers has now changed to Pump at Work. The right to break time to express breast milk previously only applied to employees subject to the overtime requirement under the FLSA (non-exempt employees). This reference has been removed. The new poster also clearly notes that narrow exemptions may apply to the pump at work requirements. Replace the old posters in all workplaces ASAP.
This poster must be posted by every private, federal, state and local government employing any employee subject to the Fair Labor Standards Act. This poster describes the Federal minimum wage as well as overtime pay standards, child labor standards, pay for tipped employees and penalties for employers that try to get around the standards. Any employer of employees to whom sec. 7 of the Fair Labor Standards Act does not apply may alter or modify the poster legibly to show that the overtime provisions do not apply.
Federal All-In-One Labor Poster: Instead of printing dozens of posters, employers can also purchase an all-in-one poster covering all Federal posting requirements by clicking here .
OVERTIME PAY At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek. CHILD LABOR An employee must be at least 16 years old to work in most non-farm jobs \ and at least 18 to work in non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-\ hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment. TIP CREDIT Employers of “tipped employees” who meet certain conditions may cl\ aim a partial wage credit based on tips received by their employees. Employers must pay tipped employees a cash w\ age of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference. PUMP AT WORK The FLSA requires employers to provide reasonable break time for a nursing employee to express breast milk for their nursing child for one year after the child’s birth each time the employee needs to express breast milk. Employers must provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk. ENFORCEMENT The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, overtime, and other violations. The Depart\ ment may litigate and/or recommend criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed for each child labor vi\ olation that results in the death or serious injury of any minor employee, and such assessments \ may be doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a complaint or participate in any proceeding under the FLSA. ADDITIONAL INFORMATION • Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions. Certain narrow exemptions also apply to the pump at work requirements. • Special provisions apply to workers in American Samoa, the Commonwealth of the Nor\ thern Mariana Islands, and the Commonwealth of Puerto Rico. • Some state laws provide greater employee protections; employers must comply with both. • Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA. It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum wage and overtime pay protections and correctly classified independent contractors are not. • Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the\ Department of Labor. EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACT The law requires employers to display this poster where employees can readily see it. FEDERAL MINIMUM WAGE $7.25 PER HOUR BEGINNING JULY 24, 2009 1-866-487-9243 www.dol.gov/agencies/whd WH1088 REV 04/23 WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR
