Is the hire act still in effect for Form 2017-2024

Is the hire act still in effect for 2024 Form: What You Should Know

The FLEA also covers wages paid by federal contractors. Employers must pay employees the minimum wage and follow its other overtime rules. The Wages and Hours Division's Wage and Hour Division  The Wage and Hour Division (WHO) enforces and administers Wage and Hour Law for private and for-profit employers in Southern California as well as in several state and local jurisdictions, including Orange County, San Diego, and Riverside County. The Wage and Hour Division reviews wage and hour claims and orders Pay Adjustment Determinations and orders Wage and Hour penalties. The division also maintains an Automated Wage System and has information on the Division's Wage Statement of the Day (TSD). For a more detailed discussion of the Wage and Hour Division's Wage and Hour Law, please click here. The Fair Labor Standards Act of 1938 prohibits employers from requiring employees to work overtime at their regular rate during their shift or to work after the end of their scheduled shift for less than one hour if more than 10 hours of work have been completed.  However, the law permits an exemption from the overtime requirement when an employee has worked 10 hours or more as a result of a work release event, and the employee worked “all the hours. . . Which were legally required to be worked by the employee.”  The statute also permits an exemption for certain workers who would otherwise be entitled to overtime pay in the first instance, but only if “the employee [has] worked, in the absence of any work release event which would otherwise entitle the employee to overtime pay. . . All the hours. . . Which were legally required to be worked by the employee.” Under the FLEA's overtime requirement, employees whose scheduled shift is not completed within 16 or 20 hours due to a work release event shall be entitled to receive regular compensation for all days or portions of days worked on which the employee worked extra wage. For an employee's scheduled shift to be deemed “scheduled,” it must be a normal scheduled shift, or the employee's work time must be split into portions so that work is performed on a regular basis at the same unit, job, or assignment. Work completed or in progress or a combination of both shall constitute a scheduled shift. If, however, the employee worked extra wage during the scheduled shift, as long as all the hours worked are legally required, the overtime requirement will not apply.

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