When state wage and hour laws provide protections that are more favorable to the employee than the FLSA, which standard must be followed?
Answer
The standard most favorable to the employee.
If state laws offer greater protection, such as a higher salary threshold or daily overtime requirements, the employer must adhere to the standard that benefits the employee most.
Related Questions
Does receiving a fixed salary automatically mean an employee is exempt from overtime rules under federal law?What is the defining characteristic that makes an employee non-exempt under the FLSA?How many specific requirements must an employee satisfy simultaneously to be classified as exempt from overtime protections?What is the current minimum weekly salary threshold established by the FLSA for an employee to even be considered for exemption status?If an employee meets the salary basis and salary level tests but fails the duties test, what is their classification?How is the regular rate of pay typically calculated for a salaried non-exempt employee who earned their fixed salary but worked 50 hours in that week?According to the FLSA, how is the 'workweek' defined for the purpose of calculating overtime liability?What happens if an employee's duties primarily involve supervising routine manual production tasks, even if they meet the salary level test?When state wage and hour laws provide protections that are more favorable to the employee than the FLSA, which standard must be followed?What is a critical requirement for a salaried non-exempt employee concerning their work hours?