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2022 IRS W-4 online Mecklenburg North Carolina: What You Should Know
The National Exchange of Assistance for Employers (NEA) Program, administered by the Employment Security Administration, is a program that provides employers with assistance in translating and interpreting employee information and records. Learn why the NEA is available to you. For more information, contact your state Employment Security Administration regional office. Federal Wage and Hour Laws and Enforcement The FLEA provides: The Federal Minimum Wage; The minimum wage applicable to employees of an enterprise; Requirements for overtime pay and for working on a week-day, full-time or part-time basis; Exemption from certain overtime penalties; Procedures for obtaining overtime pay; The maximum payment of tips. The Fair Labor Standards Act; Establishment of standards and procedures consistent with the Act; and Procedures to resolve disputes among employees. The Wage and Hour Division of the Department of Labor enforces the FLEA. Learn more about the Wage and Hour Division, including about the overtime exemption. What Do Employee's Rights Mean If I Don't Get Paid? What if my employer does not pay me for the work I do? Employers are not required to pay employees for work completed unless that work meets one of these definitions: Pay for a performance the employee reasonably believes was required of her as a condition of employment; or In any other way compensate the employee for actual out-of-pocket expenses reasonably incurred for the performance of the work. The FLEA has been amended several times to specify that the FLEA's language does not require employers to pay employees for the time they spend waiting for work or for overtime after the end of normal work hours. Employers must not pay employees who have spent their pay to wait for work and for no more than 40 hours in a work week for the work they did not do, even if the employee has been scheduled, as a result of her prior experience, to work a shift of four or more consecutive hours at the employer's facility. If a state law does not permit an employer to pay employees for time spent waiting to work, the employer can not be held legally liable for compensating employees for their time spent waiting. However, states may adopt regulations or other laws that provide for different rights and remedies than those of the FLEA.
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