Crone & Mason, PLC is a pioneering law firm in the area of employee's rights, representing clients nationally in a wide range of employment related class actions and individual lawsuits, many of which with national importance, including overtime, wage and hour, personal injury, employment discrimination, financial fraud, minimum wage, and Fair Labor Standards Act -- FLSA.

The Fair Labor Standards Act FLSA is the federal overtime law setting wage and hour pay.  Crone & Mason, PLC’s overtime attorneys and lawyers wrote the following web sites seeking to educate clients and readers about mandatory overtime pay law:,, and


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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