Pennsylvania Labor Laws
♫ Tuesday, May 10th, 2011The Fair Labor Standards Act (FLSA), enacted and enforced by the U.S. Department of Labor, establishes national standards for minimum wage and overtime. The Pennsylvania Department of Labor is responsible for upholding the FLSA, as well as additional Pennsylvania-specific labor laws. If you are a Pennsylvania employee, it is important that you familiarize yourself with these Federal and state laws so that you know when your rights are being violated.
Pennsylvania overtime refers to any hours worked in excess of 40 in a workweek. The term “workweek” has a specific legal definition: seven consecutive days, beginning on whatever day the employer chooses. However, the workweek must always begin on that same day for the duration of an individual’s employment. Two or more workweeks cannot be averaged to determine overtime hours. Each week stands on its own. Not everyone is entitled to overtime in Pennsylvania. The law has categories of worker types and business types that are exempt. For non-exempt employees, overtime pay in Pennsylvania is 1.5 times an employee’s regular rate of hourly pay.
The minimum wage in Pennsylvania is the same as the national minimum wage: $7.25 an hour. Employees that are not exempt (see above) must be paid at this rate, irrespective of the method of payment. That is, day laborers, tipped employees (at least $30 a month), and employees working on a piece rate or commission basis must make at least $7.25 an hour when their total pay is divided by their hours worked. If tipped employees do not make enough in tipped wages to equal the minimum wage, their employer must cover the difference. If you believe you have had wages withheld from you, this wage and hour law information cannot replace professional legal advice.
