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The FLSA defines the term “employ” as “suffer or
permit to work.” Suffer or permit to work means that if an employer
requires or allows employees to work, the time spent is generally hours worked.
Detailed guidelines have been developed to help employers determine what are
“hours worked” under the FLSA. These may be reviewed by visiting the
elaws
FLSA Hours Worked Advisor.
As a rule, the same guidelines used to determine what are “hours
worked” for the general workforce—including staff employed by
community rehabilitation programs and work centers—apply to workers with
disabilities who are paid special minimum wages (SMWs) under FLSA Section
14(c), but there are some areas that may warrant clarification.
For general information about hours worked principles and the payment of
SMWs to workers with disabilities under FLSA Section 14(c), read Fact Sheet
39C, Hours Worked and the Payment of Special Minimum Wages to
Workers with Disabilities under Section 14(c) of the Fair Labor Standards Act
(FLSA).
For specific information about hours worked principles and the payment
of SMWs to workers with disabilities under FLSA Section 14(c), select one of
the following:
I would like to return to the Main Menu to continue
learning about FLSA Section 14(c)
FLSA Section 14(c) Advisor |
Wage and Hour Division
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