FLSA
FLSA (Fair Labor Standards Act) is a major U.S. law that sets rules for how employees should be paid and treated at work. It's like a rulebook that tells employers what they must do about minimum wage, overtime pay, and which employees qualify for overtime. HR professionals need to understand FLSA because it helps them decide if workers should be "exempt" (not eligible for overtime) or "non-exempt" (must be paid overtime). Getting these classifications wrong can be expensive for companies, so it's a crucial part of HR work. Similar terms you might see are "wage and hour laws" or "labor standards."
Examples in Resumes
Managed FLSA compliance for 500+ employees across multiple states
Conducted FLSA classification reviews to ensure proper exempt/non-exempt status
Led Fair Labor Standards Act training sessions for managers and supervisors
Successfully handled FLSA audits and maintained 100% compliance
Typical job title: "HR Compliance Specialists"
Also try searching for:
Where to Find HR Compliance Specialists
Professional Organizations
Online Resources
Job Boards
Example Interview Questions
Senior Level Questions
Q: How would you handle a situation where multiple employees have been misclassified under FLSA for several years?
Expected Answer: A senior HR professional should discuss conducting an audit, calculating back pay owed, developing a correction plan, communicating with affected employees, and implementing new procedures to prevent future misclassifications.
Q: What strategies would you use to ensure FLSA compliance across multiple states with different wage laws?
Expected Answer: Should demonstrate knowledge of federal vs state requirements, explain creating compliance programs that meet the highest applicable standard, and discuss training and monitoring systems.
Mid Level Questions
Q: How do you determine if a position should be classified as exempt or non-exempt?
Expected Answer: Should explain the salary basis test, job duties test, and minimum salary requirements. Should mention reviewing actual job duties rather than just job titles.
Q: What records must be maintained for FLSA compliance?
Expected Answer: Should discuss required payroll records, time tracking requirements, retention periods, and proper documentation of exemption decisions.
Junior Level Questions
Q: What are the basic requirements for overtime pay under FLSA?
Expected Answer: Should explain the 1.5x regular rate requirement for hours worked over 40 in a workweek for non-exempt employees, and basic recordkeeping requirements.
Q: What is the difference between exempt and non-exempt employees?
Expected Answer: Should explain that exempt employees are not entitled to overtime pay and must meet specific salary and job duties requirements, while non-exempt employees must receive overtime pay.
Experience Level Indicators
Junior (0-2 years)
- Basic understanding of FLSA classifications
- Time tracking procedures
- Basic payroll compliance
- Record keeping requirements
Mid (2-5 years)
- Employee classification analysis
- Compliance auditing
- Manager training
- State and federal wage law knowledge
Senior (5+ years)
- Complex compliance program management
- Multi-state compliance strategies
- Audit defense
- Policy development and implementation
Red Flags to Watch For
- Unfamiliarity with basic overtime calculations
- Cannot explain exempt vs non-exempt classifications
- No experience with wage and hour compliance
- Lack of knowledge about recordkeeping requirements
Need more hiring wisdom? Check these out...
Salary Transparency Laws: What HR Leaders Need to Know
Navigating the Legal Labyrinth: Unpacking Global Labor Laws for Transnational Teams
Navigating Compliance: Structuring On-the-Job Training in Regulated Industries
