The WHD, or Wage and Hour Division, is a branch of the U.S. Department of Labor that ensures equitable treatment of workers. They uphold legislation safeguarding workers’ rights, including the Fair Labor Standards Act and the Family and Medical Leave Act. Additionally, they oversee employer compliance with regulations regarding pay, work hours, and the use of lie detector tests.
The Wage and Hour Division (WHD) is a division within the U.S. Department of Labor’s Employment Standards Administration. Its primary duty is to uphold and enforce workplace laws and regulations, including the Fair Labor Standards Act, the Family and Medical Leave Act, and the Employee Polygraph Protection Act. One of its key responsibilities is to guarantee that employees receive at least the minimum wage and are appropriately compensated for any overtime work. Additionally, the WHD ensures that employees are granted their rights to take time off for family or medical reasons and prohibits the use of lie detector tests by employers in most cases. By diligently enforcing these laws, the WHD plays a crucial role in safeguarding workers’ rights and ensuring that employers adhere to legal requirements. Ultimately, the WHD’s efforts contribute to the creation of a fair and secure workplace environment for all employees.
The Wage and Hour Division (WHD) is a part of the U.S. Department of Labor that enforces federal laws related to minimum wage, overtime pay, and child labor.
The federal minimum wage is currently set at $7.25 per hour. However, some states have their own minimum wage laws that may be higher.
Most employees are entitled to overtime pay if they work more than 40 hours in a workweek. However, certain exemptions exist for specific job categories and industries.
Overtime pay is typically calculated as one and a half times the employee’s regular rate of pay for each hour worked beyond 40 hours in a workweek.
In general, employers can require employees to work overtime. However, they must comply with applicable federal and state laws regarding overtime pay and any collective bargaining agreements.
Employers can only make certain deductions from an employee’s paycheck, such as taxes, Social Security contributions, and court-ordered garnishments. Other deductions may require the employee’s written consent.
No, employers must pay their employees at least the federal or state minimum wage, whichever is higher. Some exceptions exist for certain types of workers, such as tipped employees.
Employers must properly classify workers as either employees or independent contractors based on specific criteria. Misclassifying employees as independent contractors to avoid wage and hour obligations is illegal.
Employers generally must provide unpaid meal breaks to employees who work a certain number of hours. However, if an employee is required to work during their meal break, they must be compensated for that time.
If you believe your employer has violated wage and hour laws, you can file a complaint with the WHD. You can do this online, by phone, or by visiting a local WHD office.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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