The Fair Labor Standards Act (FLSA)

establishes minimum wage, overtime pay, record
keeping, and child labor standards that promote full and part-time workers in the private sector and in governments federal, state and local.

The Wage and Hour Section (WHD)

is responsible for enforcing some of the most
comprehensive federal labor laws in our country, including minimum wage, overtime, and
the employment of minors under the Fair Labor Standards Act (FLSA); the Family and Medical Leave Act (FMLA); the Migrant and Seasonal Agricultural Worker Protection Act (MSPA); worker protections provided by various temporary visa programs; and the
prevailing wage requirements of the Davis-Bacon Act (DBA) and the Service Contracts
Act (SCA).

In addition to the FLSA, WHD enforces and administers other employment laws. The
labor department of the United States of America makes it known as well and stipulates
the following laws:
Davis-Bacon and Related Acts Act, which requires construction financed or assisted by
the federal government to pay prevailing rates of wages and fringe benefits in the area of
construction, Walsh-Healey Public Contracts Act, which requires payment of minimum wage and
overtime rates on contracts that provide goods to the federal government;
Law of Contracts for Services, which requires that contracts that provide services to the
federal government pay the prevailing payment rates and complementary benefits that
prevail in the area of the contract;

Law on Working Hours and Safety Standards in Contracts, which establishes overtime
standards in service and construction contracts;
Law for the Protection of Migrant and Seasonal Agricultural Workers, which protects
agricultural workers by imposing certain requirements on entrepreneurs and agricultural
associations, and which also requires that a record be kept of crew leaders, who must
also provide the same worker protections;
Wage Garnishment Law, which limits the portion of an individual’s wages that can be
garnished by court order and prohibits the termination of an employee whose wages are
being garnished for a single debt;
Law (Protection of Employees Against Polygraph Examination Law), which prohibits most
employers in the private sector from using lie detector tests to screen applicants for a job,
or to subject those who are already employed during the course of your employment;
Family and Medical Leave Act, which entitles eligible employees of employers under the Act to take advantage of the Act to take time off from work, for family or medical reasons,
without pay, but with the protection of their employment and with the continuation of your
health insurance, up to a maximum of 12 weeks in each “absence year” for one of the
following reasons: birth and care of a child; to carry out the adoption or fostering of a child;
to care for a child, spouse, or parent with a serious health condition; or if the employee
himself suffers from a serious health condition;
Immigration and Nationality Act as amended (Immigration and Nationality Act), as
amended, which:

• under the H-2A provisions, it provides for the execution of the work obligations previously
  established in the contract during the offer of employment and certified by the employers
  who hire foreign and seasonal agricultural workers but not immigrants;
• under the H-2B provisions, enforcement of employment conditions is provided for in nonagricultural and seasonal nonimmigrant job applications
  under the H-1C provisions, enforcement of employment conditions certified by employers
  in disadvantaged areas who hire temporary, nonimmigrant foreign registered nurses
  entering the country
• under the H-1C provisions is provided;
  under the D-1 provisions, the execution of certified employment conditions is provided for
  by employers who aspire to employ foreign crew members as dock loaders or unloaders
  in US ports;
• Y under the H-1B provisions, enforcement of working conditions is provided on applications
  filed by employers who wish to hire aliens in specialty occupations and as fashion models
  of prestige and high skill.
• Certain special rules apply to those employed in the sectors is governmental, local and
  state, related to fire protection activities, police activities, volunteer services, granting time
  off in lieu of cash payment for overtime or in the law It is specified what the employee is
  protected from.

Regio Management suggests maintaining and legal situations in tax order to facilitate the
process in the event of a legal intervention and obtain the best result in this case for the
employee. Remember that as an employee there are laws and rights that support you
when doing the work, know them, take them into account and apply them as a company
towards your employees to improve the quality of your labor service.

“Practical Guide Regarding the Fair Labor Standards Act | United States Department of
Labor”, Home | US Department of Labor, https://www.dol.gov/agencies/whd/complianceassistance/handy-reference-guide-flsa/espanol