Federal law establishes the minimum wage and overtime pay requirements that must be followed throughout the United States, including in New York. That law is known as the Fair Labor Standards Act (FLSA). Here is a look at what employees would be wise to know about this federal law.

Currently, according to the FLSA, the minimum wage in the United States is $7.25 per hour. Meanwhile, with overtime pay, a worker can be paid 1.5 times his or her regular pay rate when working more than 40 hours per week. The FLSA also states that companies must pay wages on the designated payday for the covered pay period.

Although the FLSA establishes overtime pay and minimum wage standards, several employment practices are not regulated by the FLSA. These include sick, vacation, severance and holiday pay. They also include fringe benefits, pay raises, holidays off, rest or meal periods, and even discharge notices and reasons for discharges.

Unfortunately, sometimes, companies fail to comply with the wage-related requirements of the Fair Labor Standards Act (FLSA), either willfully or erroneously. Either way, their actions can have a negative impact on employees’ earnings. Fortunately, those who are not paid properly according to federal law have the right to file lawsuits against their employers, seeking back pay. A case that is successfully fought may result in the payment of any back wages to which the plaintiff is entitled. Liquidated damages equal to the back pay amount may also be sought as part of this type of lawsuit in New York.