The Fair Labor Standards Act (FLSA) is the primary federal law that establishes minimum wage, overtime pay, and recordkeeping requirements for employees in the United States.

As of 2023, the federal minimum wage is $7.25 per hour. However, some states and localities have set higher minimum wage rates.

Certain categories of employees, such as salaried employees, commission-based employees, and independent contractors, may be exempt from the minimum wage and overtime pay requirements of the FLSA.

Under the FLSA, non-exempt employees are entitled to overtime pay at a rate of 1.5 times their regular rate of pay for hours worked over 40 in a workweek.

While employers are required to keep accurate records of employee hours worked, pay employees at least the minimum wage, and pay overtime pay for hours worked over 40 in a workweek, providing employees with paid sick leave is not a requirement under the FLSA.

Under the FLSA, non-exempt employees are entitled to overtime pay at a rate of 1.5 times their regular rate of pay for hours worked over 40 in a workweek.

Paying an employee a bonus in lieu of overtime pay is not a valid defense to an overtime pay claim under the FLSA.

The statute of limitations for filing an overtime pay claim under the FLSA is generally two years.

Providing employees with accurate pay stubs is not a common type of wage theft.

The Equal Pay Act (EPA) aims to prohibit discrimination in wages based on gender, ensure equal pay for equal work, and promote equal opportunities for women in the workplace.

Race is not a protected characteristic under the EPA. The EPA prohibits discrimination in wages based on gender.

The statute of limitations for filing an equal pay claim under the EPA is generally two years.

Punitive damages are not a remedy available to employees who have been discriminated against in wages based on gender under the EPA.

The Family and Medical Leave Act (FMLA) provides eligible employees with job-protected leave for certain family and medical reasons, such as the birth or adoption of a child, the serious illness of a family member, or the employee's own serious health condition.

Taking a vacation is not a qualifying reason for taking FMLA leave.

The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year.