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This document informs the withdrawal of a previous opinion regarding the employment status of out-of-town coordinators under the Fair Labor Standards Act, providing insights into their qualifications

How to fill out wage and hour opinion

How to fill out Wage and Hour Opinion Letter FLSA2009-34 Withdrawal

1. Begin by reviewing the original Wage and Hour Opinion Letter FLSA2009-34 to understand its contents and implications.
2. Prepare a formal request stating the desire to withdraw the original opinion letter.
3. Include the reasons for the withdrawal, providing clear and concise justification.
4. Ensure the letter is signed by an authorized representative of your organization.
5. Submit the letter through the appropriate channels, typically to the U.S. Department of Labor's Wage and Hour Division.
6. Keep a copy of the withdrawal letter for your records.

Who needs Wage and Hour Opinion Letter FLSA2009-34 Withdrawal?

1. Employers who seek to clarify their compliance with wage and hour laws.
2. Legal representatives involved in labor law cases.
3. Organizations that previously relied on the guidance provided in FLSA2009-34.

People Also Ask about

Are tips included in the regular rate of pay?

Payments for Leave: Employers may exclude from the regular rate certain payments made for occasional periods when no work is performed. This includes paid vacation, holiday, sick leave, and other paid time off.

What is excluded from the FLSA regular rate of pay?

An employer must pay a tipped worker at least $2.13 per hour under the FLSA. An employer can take an FLSA tip credit equal to the difference between the direct wage, or the cash wage it pays directly to the tipped employee, and the federal minimum wage, which is currently $7.25 per hour.

What are the FLSA payroll rules?

The current minimum wage rate—$7.25 an hour—was set in 2009 based on a law enacted in 2007. The FLSA also mandates a pay rate of one-and-one-half times an employee's hourly wage for every hour the employee works beyond a standard work week.

Can tipped employees be paid less than the minimum wage provided?

An employer must pay a tipped worker at least $2.13 per hour under the FLSA. An employer can take an FLSA tip credit equal to the difference between the direct wage, or the cash wage it pays directly to the tipped employee, and the federal minimum wage, which is currently $7.25 per hour.

How is FLSA pay calculated?

Under the FLSA, overtime pay is determined by multiplying the employee's “straight time rate of pay” by all overtime hours worked PLUS one-half of the employee's “hourly regular rate of pay” times all overtime hours worked. All overtime work that is ordered or approved must be compensated.

What is excluded from FLSA regular rate of pay?

Payments for Leave: Employers may exclude from the regular rate certain payments made for occasional periods when no work is performed. This includes paid vacation, holiday, sick leave, and other paid time off.

What is included in FLSA wages?

The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.

Are tips included in FLSA regular rate of pay?

No. Since tips are voluntarily left for you by the customer of the business and are not being provided by the employer, they are not considered as part of your regular rate of pay when calculating overtime.

What earnings are included in FLSA?

The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.

What extent are tips considered wages under the FLSA?

Your employees' tips are considered “taxable” and “earned” income. ingly, tips are subject to both employer and employee payroll taxes. For employers: 7.65% of wages paid plus tips reported in a pay period. For employees: 7.65% of wages paid in a pay period.

For pdfFiller’s FAQs

What is Wage and Hour Opinion Letter FLSA2009-34 Withdrawal?

Wage and Hour Opinion Letter FLSA2009-34 Withdrawal refers to the retraction of a previous opinion letter issued by the Wage and Hour Division of the Department of Labor. This letter provided guidance on the Fair Labor Standards Act (FLSA) regulations but was withdrawn, suggesting that the information may no longer reflect current interpretations or policies.

Who is required to file Wage and Hour Opinion Letter FLSA2009-34 Withdrawal?

Typically, employers or organizations that relied on the original FLSA2009-34 opinion letter for guidance in their wage and hour practices may need to file or acknowledge the withdrawal to ensure compliance with current labor laws.

How to fill out Wage and Hour Opinion Letter FLSA2009-34 Withdrawal?

Filling out the Wage and Hour Opinion Letter FLSA2009-34 Withdrawal generally involves providing the required information about the original letter, including the date of issuance, specific details regarding the opinion provided, and reasons for its withdrawal, if applicable, to clarify compliance with the FLSA.

What is the purpose of Wage and Hour Opinion Letter FLSA2009-34 Withdrawal?

The purpose of the withdrawal is to inform the public that the previous guidance is no longer applicable, thus advising employers and employees to consult updated resources or rulings for accurate compliance with wage and hour regulations under the FLSA.

What information must be reported on Wage and Hour Opinion Letter FLSA2009-34 Withdrawal?

The information that must be reported typically includes the original letter's identification details, a statement indicating that the letter is withdrawn, any relevant updates or changes in legislation or interpretation, and guidance on where to find current information.