U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce

Talk with your supervisor. Your Fair Labor Standards Act (FLSA) exemption status indicates whether you are nonexempt (covered by the FLSA) or exempt (not covered by the FLSA). If you think your FLSA exemption status or FLSA overtime pay is not correct or if you are concerned about the application of the child labor provisions of the FLSA, please review our FLSA coverage fact sheet, then speak with your supervisor.

Talk with your human resources office. If you have questions your supervisor cannot answer, please speak with someone in your human resources office. Each agency applies the appropriate pay and leave policies for its own employees, including setting internal policies and procedures as needed. The Office of Personnel Management does not keep personnel records of employees in other agencies. You should first attempt to resolve individual FLSA, pay, and leave problems with your employing agency. Because of the detailed information required and the investigative work we must do in FLSA cases, we cannot respond to specific questions about your individual FLSA situation. Specific questions about your individual pay or leave entitlement, including FLSA overtime pay matters, should be addressed to your agency's human resources office.

Then . . .  

If you want to file an FLSA complaint or claim after talking with your supervisor and your human resources office, please review our FLSA claims fact sheet. Remember that an FLSA claim or complaint may not be filed electronically.

Otherwise . . .

General inquiries about Federal pay and leave policies and programs (including FLSA overtime pay) may be sent to payleave@opm.gov. General inquiries about how the child labor provisions or exemption criteria of the Fair Labor Standards Act apply to current and former employees of the Federal Government and about how to file a claim under the Fair Labor Standards Act may be sent to federal_FLSA@opm.gov.

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