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Uniform Deductions
The FLSA does not allow
uniforms, or other items which are considered to be for the benefit of the
employer, to be included as wages. In
other words, an employer cannot take out of an employees wages or overtime pay
reimbursements for such items. If an
employee is required to wear a uniform the employer is responsible for paying
for it. The only exception to this rule
is that an employer can force an employee to pay for the uniform as long as it
does not decrease the employee’s wage below the minimum wage or cut into the
employee’s overtime.
Holidays, Vacations and Sick Time
The FLSA does not require
employers to give their employees
time off for holidays, vacations, or sick leave - either with or without
pay. If your employer does allow time
off for these things they do not have to pay you during that time, and if they
do, these hours cannot be included as hours worked for overtime pay
requirements. However, there are some
other Federal laws that do concern time off which your employers must
follow. These include:
- Family and
Medical Leave Act (FMLA)
- Davis-Bacon and
Related Acts (DBRA)
- McNamara-O’Hara
Service Contract Act (SCA)
National Guard and Reserve Duty
The FLSA does not require that time
spent serving in the National Guard or in the Military Reserves to be
considered hours worked by your employer.
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