Source: http://rosenberg-tx.unpaidwagesattorney.com/FLSA-Overtime-Minimum-Wage/
Timestamp: 2019-04-19 00:20:12+00:00

Document:
Section 29 U.S.C.§201, et seq. sets out the Fair Labor Standards Act of 1938, as amended. The most commonly relied upon sections of the Fair Labor Standards Act are §206, dealing with minimum wage, and §207, dealing with overtime hours.
206 sets out the general rule that “every employer shall pay to each of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, wages not less than $7.25 an hour (current on date of writing).
The language of §206 initiates several lines of questioning. First, in addressing the language regarding engagement in commerce, an employee may gain coverage under the FLSA in two distinct ways. First is Enterprise Coverage, where coverage is bestowed upon an employee due to the nature of the business for which he or she works. With Enterprise Coverage, employees who work for businesses or organizations that have at least two employees and sales or business done of at least $500,000. Enterprise Coverage also applies to hospitals, and other businesses in the medical field. The second type of coverage is Individual Coverage. Under Individual Coverage, employees are covered by the FLSA even if they don’t work for a covered enterprise, so long as they regularly work in commerce between the states. Examples of this include workers who produce goods that will be sent across state lines, make phone calls to people in other states, etc. We see that under one or both of these types of coverage, most workers will see initial coverage under the FLSA.
The Court has also named certain factors immaterial, such as the place where the work is performed, the presence or absence of a formal employment agreement, licensures, and the time or mode of pay. §206 lays out exemptions from minimum wage payments, centered around rare and fact specific instances, such as agricultural workers, and children working for parents.
207 requires the same analysis, and at this stage, employees who are covered under the FLSA for purposes of §206 are similarly covered for §207. §207 sets the maximum hours an employee can work in a work week without the employer being subjected to paying that employee at time and a half the regular rate at which he is employed for all hours exceeding forty in a workweek.
At this point, it is appropriate to determine whether an employee is properly classified as an “exempt employee” or a ”non-exempt employee.” Employees are non-exempt, unless the particular facts of their employment bring the employee within a specific exemption. An employee can fall into two categories of exemptions: §207 exemptions, which exempt the employee from the overtime protections of §207, and §213 exemptions, which exempt the employee from both §206 minimum wage protections and §207 overtime protections.
Some exemptions are listed below. If a particular client or employee falls near any of the listed exemptions, it is appropriate to read the detailed language for that particular exemption to determine whether the employee or client is an exempt or non-exempt employee.
The most common employee exemption is found in §213(a)(1) [29 U.S.C. §213(a)(1)], which exempts employees in an executive, administrative, or professional capacity from the FLSA.

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