The following records should be kept for all employees: Name and identifying Number Address and zip code Date of birth if under 19 years of age Sex Occupation
Additionally, the following records should be kept for all non-exempt employees: Established work week Rate of pay Hours worked each day and work week Total work week regular pay Total work week overtime pay Total additions to and subtractions from weekly pay Rate of pay used to compute overtime Total wages paid each work week Date of payment of wages and period covered Date of entering and leaving employment Output of employee if paid on basis other than time Flat rate repair orders and tickets Special information for employees paid on uncommon pay arrangements.
These records should be kept for a minimum of three years from the date of payment.
Every employer that is covered under the FLSA is required to display the FSLA poster on minimum wage, overtime compensation and child labor in a conspicuous place for employee review. The posting or failure to post these materials may have an effect on when the statute of limitations begins with respect to a claim made under the FLSA.
Employers that are found in violation of the FLSA minimum wage or overtime requirements are liable for unpaid wages and for an additional equal amount for liquidated damages. Additional penalties may apply for failure to meet record keeping requirements, and failure to meet posting requirements. Documented internal and external preventative measures may mitigate an employer’s FLSA liabilities.