Sample Fair Labor Standards Act FLSA Compliance

Sample_Documents

DISCLAIMER: This is a sample template provided for informational purposes only. It does not constitute legal, tax, or financial advice. Organizations should consult their own legal and tax advisors and tailor this document to reflect their specific business needs, geographies, and applicable laws.

Document Header

Document Type	Fair Labor Standards Act (FLSA) Compliance
Category	Compliance & Governance
Company	<Company Name>
Title	FLSA Compliance Policy and Implementation Guide
Version	<Version Number> (e.g., 1.0)
Effective Date	<Effective Date> (e.g., <Date>)
Next Scheduled Review	<Date> (e.g., 12 months after Effective Date)
Document Owner	<Title/Department> (e.g., Total Rewards)
Policy Contact	<Name>, <Title>, <Email>
Approved By	<Approver Name>, <Title>, on <Date>
Geographic Applicability	United States and U.S. territories; interplay with state and local wage and hour laws

Purpose and Objectives

Provide a clear, standardized framework for FLSA compliance at <Company Name> that protects employees and the organization
Define roles, responsibilities, and governance across HR, Payroll, Legal, Finance, and People Managers
Establish consistent classification, timekeeping, pay practices, and recordkeeping standards
Outline implementation steps, controls, and audit routines to sustain compliance
Equip Total Rewards and HR teams with reference material, examples, and decision criteria to resolve complex scenarios
Provide employees and managers with an accessible, plain-language overview of rights and responsibilities

Scope and Applicability

In Scope

All employees of <Company Name> employed in the United States and U.S. territories subject to FLSA
All employment arrangements including full-time, part-time, temporary, seasonal, and interns, unless expressly excluded by law
Timekeeping, overtime, minimum wage, exemptions, deductions, premium pay, on-call, travel, training time, remote work, and recordkeeping practices
All People Managers and Supervisors responsible for scheduling, approving time, and overseeing work
Third-party vendors who perform payroll, timekeeping, or HRIS services for <Company Name>

Out of Scope (addressed in separate policies)

Non-U.S. wage and hour compliance under <Country> laws
Independent contractor classification under IRS/DOL tests
Collective bargaining agreement provisions that supersede policy terms
Leave of absence policy details (beyond FLSA docking rules interaction with unpaid leave)
Pay equity, incentive plan design, and executive compensation (addressed in Total Rewards policies)

Applicability Notes

Where state or local law provides greater employee protections than federal law (e.g., daily overtime, higher minimum wage, meal/rest rules), <Company Name> applies the more protective standard
If a collective bargaining agreement applies, those terms govern where they provide greater rights or specifically modify work rules

Authority and Legal Framework

The FLSA is enforced by the U.S. Department of Labor, Wage and Hour Division
This policy references federal standards and requires alignment with state/local rules including but not limited to <State> and <City/County> wage orders
Minimum salary levels and highly compensated thresholds are subject to periodic updates by the DOL. Insert current thresholds based on official guidance as of <Date>: <Weekly Salary Threshold> and <HCE Annual Threshold>
Official resources:
- DOL Wage and Hour Division: https://www.dol.gov/agencies/whd
- FLSA: https://www.dol.gov/agencies/whd/flsa

Policy Statement

<Company Name> complies with the FLSA and applicable state/local wage and hour laws
Working time is recorded accurately and paid timely. No off-the-clock work is permitted
Overtime for nonexempt employees is paid at no less than one and one-half times the regular rate for hours worked over 40 in a defined workweek, except where state rules differ and are more protective
Exempt status is determined by job duties and salary basis/level tests and is not based on job title alone
Improper deductions from exempt salaries are prohibited. A safe harbor complaint process is provided below
Retaliation against employees who raise wage and hour concerns is strictly prohibited

Definitions and Key Concepts

Workweek: A fixed and recurring period of seven consecutive 24-hour periods established by <Company Name> as <Day> 12:00 a.m. through <Day> 11:59 p.m.
Regular Rate of Pay: All remuneration for employment (subject to statutory exclusions) divided by total hours worked in the workweek, used to compute overtime premiums
Exempt Employee: Employee exempt from overtime under a white-collar exemption (executive, administrative, professional, computer, outside sales, or highly compensated) based on duties and salary requirements
Nonexempt Employee: Employee entitled to minimum wage and overtime protections
Salary Basis: Predetermined amount not subject to reduction based on variations in quality or quantity of work, paid in each pay period in which any work is performed
Nondiscretionary Bonus: Bonus announced in advance or promised based on set criteria; included in the regular rate
Discretionary Bonus: Bonus at sole discretion, not promised in advance; typically excluded from the regular rate
On-Call Time: Time spent waiting to work subject to restrictions that determine compensability
De Minimis Time: Insubstantial periods of time that cannot practically be recorded; <Company Name> limits reliance and follows applicable law

Job Classification Standards

Classification Principles

Job titles do not determine exempt status; duties and salary tests govern
Exemptions are narrowly construed. When in doubt, classify as nonexempt
Reviews occur at job creation, significant duty change, reorganization, market review, or as laws change
The workweek and hourly recordkeeping rules apply to all nonexempt employees, regardless of pay frequency

Exemption Categories and Key Tests (summarized)

Executive Exemption
- Primary duty is management of the enterprise or a customarily recognized department
- Customarily and regularly directs at least two full-time equivalent employees
- Has genuine authority to hire or fire, or recommendations carry particular weight
- Paid at or above <Weekly Salary Threshold> on a salary basis
Administrative Exemption
- Primary duty is office or non-manual work directly related to management or general business operations of <Company Name> or customers
- Exercises discretion and independent judgment on matters of significance
- Paid at or above <Weekly Salary Threshold> on a salary basis
Learned Professional Exemption
- Primary duty requires advanced knowledge in a field of science or learning customarily acquired by prolonged specialized instruction
- Paid at or above <Weekly Salary Threshold> on a salary basis
Creative Professional Exemption
- Primary duty is work requiring invention, imagination, originality, or talent in a recognized artistic or creative field
- Paid at or above <Weekly Salary Threshold> on a salary basis
Computer Employee Exemption
- Primary duty includes systems analysis, programming, or software engineering work
- Paid on a salary basis at or above <Weekly Salary Threshold> or hourly at not less than <Computer Hourly Rate> per hour
Outside Sales Exemption
- Primary duty is making sales or obtaining orders/contracts
- Customarily and regularly engaged away from <Company Name>’s place of business
- No salary minimum is required, but this exemption is not applicable to inside sales
Highly Compensated Employee (HCE)
- Total annual compensation at or above <HCE Annual Threshold> including at least <Weekly Salary Threshold> paid on a salary basis
- Performs at least one of the exempt duties of the executive, administrative, or professional exemptions

Exemption Evaluation Procedure

Total Rewards drafts a preliminary classification using a duties questionnaire and job description
Manager validates actual day-to-day duties and staffing authority
Legal reviews borderline cases and state overlays
Final classification is approved by <Approver Title> and recorded in HRIS
Employee is notified in writing and provided an acknowledgement
Classification is revalidated during annual job architecture review or upon material duty change

Classification Documentation Record (Sample Fields)

Field	Description
Job Code	<Job Code>
Job Title	<Job Title>
FLSA Status	Exempt or Nonexempt
Exemption Category	Executive, Administrative, Professional, Computer, Outside Sales, HCE
Salary Basis	Salary, Hourly, Piece-Rate, Commission
Salary Level	<Amount> per week; verify vs <Weekly Salary Threshold>
Duties Summary	<Summary of primary duties>
State/Local Overlays	<State> daily OT, meal/rest, wage orders
Reviewer	<Name>, <Title>, <Date>
Final Approver	<Name>, <Title>, <Date>

Workweek, Scheduling, and Timekeeping

Workweek Definition

The standard workweek is fixed as <Day of Week> 12:00 a.m. to <Day of Week> 11:59 p.m. across all U.S. locations
Changes to the workweek require approval by <Approver Title> and must be prospective

Scheduling Rules

Managers schedule hours to meet business needs while minimizing unplanned overtime
Nonexempt employees must obtain prior approval for overtime; however, all overtime worked must be paid whether approved or not, and failure to obtain approval may be addressed through coaching

Timekeeping Standards

<Company Name> uses <Timekeeping System Name> administered by <Department> for all nonexempt employees
Employees record all time worked daily, including start, end, and meal periods
No off-the-clock work is permitted. Work includes tasks such as emails, calls, systems checks, and pre- or post-shift duties
Time edits must be requested by the employee and approved by the manager with documentation retained

Rounding and Grace Periods

If rounding is used, it must be neutral and not result in underpayment over time (e.g., to the nearest <Increment> minutes)
Grace periods may not be used to avoid paying for actual work time. If work occurs during a grace period, it must be recorded and paid

Meal and Rest Periods

Federal law does not mandate meal or rest breaks; however, state laws may. <Company Name> applies <State> rules where more protective
Bona fide meal periods of 30 minutes or more where the employee is fully relieved of duty are unpaid; rest breaks of short duration (typically 5 to 20 minutes) are compensable

Determining Hours Worked

Preliminary and Postliminary Activities

Activities integral and indispensable to the principal job are compensable (e.g., required donning/doffing of protective gear)
Preliminary/postliminary activities that are not integral and indispensable may be non-compensable, subject to state law

On-Call and Waiting Time

On-call time is compensable when constraints are so restrictive that employees cannot use the time effectively for their own purposes
Waiting time is compensable when employees are engaged to wait; if waiting to be engaged and free to use time for their own purposes, time may be non-compensable

Travel Time

Home-to-work commuting is generally non-compensable
Same-day, out-of-town travel is compensable minus normal commute
Overnight travel during normal working hours is compensable, even if on non-working days, excluding bona fide sleep time per applicable standards

Training, Meetings, and Lectures

Time is generally compensable unless all of the following are met:
- Attendance is outside regular working hours
- Attendance is voluntary
- Event is not directly related to the job
- No productive work is performed

Remote and After-Hours Work

Nonexempt employees must record all remote work, including emails or calls outside scheduled hours
Tools or devices should be configured to minimize after-hours notifications for nonexempt employees unless approved and scheduled

Overtime and Premium Pay

Overtime Eligibility and Rate

Nonexempt employees earn overtime at 1.5 times the regular rate for hours worked over 40 in a workweek, or per more protective state rule (e.g., <State> daily overtime after <Hours> hours)
Overtime must be calculated based on the regular rate of pay, which includes most nondiscretionary compensation

Regular Rate Components

Included:
- Hourly wages or salary converted to hourly equivalent for nonexempt salaried employees
- Shift differentials, hazard pay, on-call pay, and geographically indexed premiums
- Nondiscretionary bonuses tied to production, attendance, or quality
- Commissions and piece-rate earnings
Excluded:
- Discretionary bonuses (at sole discretion, not promised in advance)
- Gifts or payments on special occasions not tied to hours worked or production
- Reimbursed expenses at or below accountable plan thresholds
- Vacation, holiday, and sick pay when not worked

Regular Rate Example (Illustrative)

Example week for nonexempt employee:
- Hourly base rate: <Amount> per hour
- Hours worked: 46
- Shift differential: <Percentage>% of base for 20 hours
- Nondiscretionary bonus for week: <Amount>
Calculation:
- Straight-time earnings: 46 x <Amount> = <Amount>
- Shift differential: 20 x (<Amount> x <Percentage>%) = <Amount>
- Add nondiscretionary bonus: <Amount>
- Regular rate = (Total includable earnings) ÷ 46 = <Amount>
- Overtime premium due = 0.5 x Regular rate x 6 overtime hours = <Amount>

Salaried Nonexempt Overtime

Convert weekly salary to hourly by dividing by agreed hours (typically 40) and include other includable compensation in regular rate
For fluctuating workweek arrangements, consult Legal. Use is restricted and must meet strict criteria including a clear mutual understanding and fixed salary for straight time

Multiple Rates and Weighted Average

When an employee works at two or more rates in a workweek, compute the regular rate as the weighted average of rates and hours unless a lawful alternative agreement applies

State and Local Premiums

Some jurisdictions require daily overtime, seventh day premiums, or meal/rest premiums. Apply the most protective standard and ensure system configuration reflects <State> rules

Pay Practices for Exempt Employees

Salary Basis and Level

Exempt employees must be paid on a salary basis at or above <Weekly Salary Threshold> per week, exclusive of board, lodging, or other facilities
Partial-day deductions are generally prohibited, except where permitted by law (e.g., FMLA intermittent leave under certain conditions)

Permissible Deductions

Full-day absences for personal reasons other than sickness or disability
Full-day sickness or disability absences under a bona fide plan, policy, or practice once benefits are exhausted or before eligibility
Unpaid disciplinary suspensions of one or more full days for workplace conduct rule violations
First and last week of employment when salary is proportionate to hours/days worked
Offset amounts received for jury fees, witness fees, or military pay

Improper Deductions and Safe Harbor

<Company Name> prohibits improper salary deductions
Employees should report suspected improper deductions to <Reporting Contact> or <Hotline>
If an improper deduction is confirmed, <Company Name> will reimburse the employee and take corrective action to prevent recurrence

Minimum Wage, Tipped, and Child Labor Compliance

<Company Name> pays at least the higher of federal, state, or local minimum wage
Tipped employees and tip credits are permitted only where lawful and operationally approved by <Approver Title> with specialized procedures for tip pooling and notice
Youth employment must comply with federal and state restrictions on hours and occupations for employees under 18

Deductions, Offsets, and Reimbursements

Lawful deductions may include taxes, benefit premiums, and voluntary deductions authorized in writing
Deductions must never reduce nonexempt pay below minimum wage or cut into overtime pay where prohibited
Tool, uniform, or cash shortage deductions require Legal review and must comply with <State> law
Business expenses must be timely reimbursed to avoid minimum wage erosion for required expenses

Recordkeeping Standards

Retain payroll, time, and related records for at least <Retention Period> years, or longer where required by <State> law or litigation hold
Maintain the following data for each employee:
- Full name and identifying number
- Address and date of birth (if under 19)
- Sex and occupation
- Time and day of week when the employee’s workweek begins
- Hours worked each day and total hours worked each workweek
- Basis on which wages are paid and regular hourly rate
- Total daily or weekly straight-time earnings
- Total overtime earnings for the workweek
- Additions to or deductions from wages
- Total wages paid each pay period and date of payment and pay period covered

Systems, Data, and Controls

System Configuration Principles

HRIS of record: <HRIS Name>
Timekeeping: <Timekeeping System Name> integrated via <Integration Method>
Payroll: <Payroll System Name> calculates regular rate and overtime using configuration tables reflecting <State> rules

Required Data Elements

Employee master: FLSA status, workweek day, home location for jurisdictional rules, pay rates, schedule, cost center
Job master: Exemption category, salary basis, salary level, union status
Premium codes: Shift differential, on-call, hazard pay, meal/rest premiums
Bonus attributes: Nondiscretionary vs discretionary, covered period, eligibility

Controls and Monitoring

Preventive controls:
- User access controls limiting time edits and pay code changes by role
- System validations for below-minimum wage rates and missing FLSA attributes
- Overtime calculation unit tests maintained by <Owner>
Detective controls:
- Weekly exception reports for long shifts, missed meals, unapproved OT, and off-cycle edits
- Quarterly audits of exempt deductions and reclassification changes
- Annual reconciliation of bonus inclusions in regular rate

Roles and Responsibilities

Total Rewards (Policy Owner)

Maintain policy, interpret standards, and lead classification reviews
Update thresholds and state overlays as of <Date> with Legal
Design system pay codes and regular rate inclusion rules

HR Business Partners

Advise managers on scheduling and classification impacts
Facilitate employee acknowledgements and training

Managers and Supervisors

Schedule work, approve time daily or per shift, and prohibit off-the-clock work
Pre-approve overtime when feasible and document business need
Ensure meal and rest compliance per <State>

Payroll

Configure and validate overtime and regular rate calculations
Process corrective payments promptly and maintain payroll records

Legal/Compliance

Advise on complex classification and multi-jurisdiction issues
Oversee investigations of complaints and regulator inquiries

Internal Audit/Finance Controls

Test design and operating effectiveness of FLSA controls
Report findings to <Governance Committee Name>

Employees

Accurately record all time worked and promptly report discrepancies
Comply with scheduling, meal/rest, and timekeeping procedures

Implementation Guidelines

Phase 1: Assessment and Planning

Conduct a current-state risk assessment of classification, timekeeping, deductions, and bonus inclusion practices
Inventory all pay codes and map to regular rate inclusion/exclusion with Legal sign-off
Define workweek, schedules, and jurisdictional configurations

Phase 2: Job Classification Review

Prioritize roles with ambiguous duties or salary levels within <Percentage>% of thresholds
Administer duties questionnaires and job shadowing as needed
Document decisions and effective dates; communicate changes with at least <Number> days notice

Phase 3: System Configuration and Testing

Configure timekeeping rules: workweek, rounding, meal/rest, and overtime rules, including <State> overlays
Configure payroll: regular rate formulae for bonuses, differentials, commissions, and multiple rates
Execute test cases covering edge scenarios:
1. Daily overtime and seventh day premiums
2. Bonus allocation across covered period
3. Travel, training, and on-call pay codes
4. Exempt deductions under permitted scenarios

Phase 4: Change Management and Training

Develop role-based training materials for managers, employees, and HR/Payroll staff
Publish quick reference guides and FAQs
Require training completion and track acknowledgements

Phase 5: Go-Live and Hypercare

Run first payroll in parallel for <Number> cycles to validate results
Monitor exception reports daily during first <Number> weeks
Hold weekly stand-ups with HR, Payroll, and Legal to resolve issues

Ongoing Review, Audits, and Monitoring

Quarterly:
- Spot-audit timecards for missed meals, excessive rounding impact, and off-cycle edits
- Review high-overtime roles and staffing plans
Semiannual:
- Validate regular rate configurations against current pay codes
- Reconcile nondiscretionary bonuses allocated to correct periods
Annual:
- Comprehensive classification audit of at least <Percentage>% of exempt roles
- Update thresholds and state overlays as of <Date>
- Conduct policy refresher training

Exceptions and Escalations

Requests for exceptions must be submitted in writing to <Approver Title> with business rationale and defined end date
Exceptions are time-bound and reviewed every <Number> days
Escalation path for unresolved classification or pay disputes:

Manager and HR Business Partner
Total Rewards
Legal/Compliance
<Executive Committee or Governance Body>

Safe Harbor Reporting and Non-Retaliation

Employees who believe improper pay practices occurred should promptly report to <HR Contact>, <Payroll Contact>, or <Hotline>
<Company Name> will investigate in good faith, reimburse any underpayments, and correct processes
Retaliation is prohibited. Any retaliation will result in discipline up to and including termination

State and Local Law Addenda

<State> Addendum:
- Daily overtime after <Hours> hours in a day
- Meal period by end of the <Hour>th hour with <Minutes>-minute duration
- Rest breaks of <Minutes> minutes every <Hours> hours
<City/County> Addendum:
- Minimum wage of <Amount> effective <Date>
- Predictive scheduling requirements where applicable
Maintain a repository of current addenda reviewed by Legal each <Frequency>

Metrics and Reporting

Key performance indicators:
- Percentage of timecards approved on time: target <Percentage>%
- Overtime as a percentage of total hours: target ≤ <Percentage>%
- Exception rate on regular rate calculations: target 0 with corrective turnaround ≤ <Number> days
- Training completion rates for managers: target <Percentage>%
- Audit findings closed within SLA: <Percentage>% within <Number> days

Review and Approval Process

Step	Responsible	Description	Target Timeline
Draft Update	Total Rewards	Incorporate legal changes and operational feedback	Within <Number> days of law change or by <Date> annually
Legal Review	Legal/Compliance	Validate against federal, state, and local requirements	+<Number> days
Stakeholder Review	HRBP, Payroll, Operations	Verify feasibility and system support	+<Number> days
Approval	<Approver Title>	Formal sign-off and effective date confirmation	+<Number> days
Publication	HR Operations	Post to policy portal and notify impacted audiences	Within <Number> days of approval

Change Log

Version	Date	Summary of Changes	Author	Approver
1.0	<Date>	Initial release	<Name>	<Name>

Examples and Decision Aids

Example 1: Nondiscretionary Bonus Allocation

Scenario: Monthly production bonus of <Amount> covering 4 weeks; employee worked 45, 38, 42, 35 hours
Allocation:
- Allocate bonus proportionally by hours worked each week
- Recalculate regular rate each week with allocated portion and pay additional overtime premium due

Example 2: Multiple Rates in a Week

Scenario: 20 hours at <Amount>/hr as Warehouse Associate, 25 hours at <Amount>/hr as Forklift Operator
Weighted average regular rate = ((20 x <Amount>) + (25 x <Amount>)) ÷ 45
Overtime premium = 0.5 x weighted average x 5 hours

Example 3: Exempt Safe Harbor Correction

Scenario: Unlawful partial-day deduction for exempt employee attending a 2-hour appointment
Action: Reimburse deduction, re-train manager, log incident, and test for pattern

Communication to Employees and Managers

Purpose of This Section

This section is written for employees and managers. It summarizes what you need to know and do day-to-day. If anything here conflicts with law or the full policy, the law and full policy apply.

Your Pay and Time: What You Can Expect

You will be paid fairly, on time, and in line with federal, state, and local wage and hour laws. We do not allow off-the-clock work. If you work, you will be paid for it.

Recording Your Time (Nonexempt Employees)

Please clock in when you start work and clock out when you finish. Record your meal breaks. If you forget, tell your manager right away so your time can be corrected
If you need to work overtime, get approval in advance when possible. If you do work overtime, it will be paid. We may follow up if it wasn’t approved, but you will not be asked to work unpaid
Short rest breaks are paid. Meal breaks are unpaid only if you are fully off duty

Remote Work and After-Hours Messages

If you are nonexempt and you read or respond to work messages after hours, that counts as work time. Please record it. Talk to your manager about how to handle urgent messages so your time is tracked

Travel and Training

Everyday commuting isn’t paid. Some travel and training time is paid depending on the situation. When in doubt, ask your manager or HR before the event so we can confirm what should be recorded

Exempt Employees and Salary Basis

If you are classified as exempt, you receive a salary that doesn’t change based on hours or day-to-day work. We do not make improper deductions. If you think a deduction was wrong, tell <HR Contact> or use <Hotline>. We will fix errors

Questions or Concerns

If you see a time or pay issue, please speak up. You can contact your manager, HR, Payroll, or <Hotline>. You will not be retaliated against for raising a concern in good faith

Acknowledgement

By following these guidelines, you help us pay everyone correctly and on time. Thank you for recording your time accurately and for asking when you’re unsure

Glossary

Basic Rate vs Regular Rate: The basic rate is the base wage; the regular rate includes most additional pay for overtime calculations
Compensable Time: Time that must be paid under applicable law
De Minimis: Small amounts of time that are hard to track; limited reliance per law and policy
Discretionary Bonus: A bonus given at the employer’s sole discretion without prior promise; typically excluded from the regular rate
Exempt: Not eligible for overtime under a specific exemption
Highly Compensated Employee (HCE): An employee meeting a total annual compensation threshold with certain duties
Nonexempt: Eligible for minimum wage and overtime protections
Nondiscretionary Bonus: A bonus promised in advance or based on set criteria; included in the regular rate
Regular Rate: The hourly rate used for overtime, including most compensation
Salary Basis: A fixed salary not reduced for variations in work quality or quantity
Workweek: A fixed seven-day period used to measure hours for overtime

References and Related Documents

DOL Wage and Hour Division: https://www.dol.gov/agencies/whd
State Wage and Hour Resources: <Link to State Agency>
<Company Name> Policies:
- Time and Attendance Policy
- Remote Work Policy
- Travel and Expense Policy
- Code of Conduct and Non-Retaliation Policy

Appendices

Appendix A: Manager’s Daily Checklist

Review yesterday’s time entries and approve or correct with comments
Confirm meal/rest compliance exceptions are addressed
Forecast staffing to minimize unplanned overtime
Communicate schedule changes in writing
Remind employees to record any after-hours work

Appendix B: Regular Rate Inclusion Matrix (Template)

Pay Code	Description	Include in Regular Rate	Notes
Base Hourly	Base wage	Yes	N/A
Shift Differential	<Percentage>% premium for <Shift>	Yes	Rate-based
Nondiscretionary Bonus	Production/attendance bonus	Yes	Allocate over covered period
Discretionary Bonus	Management discretion award	No	Must meet discretionary criteria
On-Call Stipend	Flat amount per day	Yes	If tied to availability
Expense Reimbursement	Business expense	No	Within accountable plan

Appendix C: Acknowledgement Language (Template)

I acknowledge that I have received and read the <Company Name> FLSA Compliance Policy. I understand my responsibilities and know whom to contact with questions. Signature: <Name> Date: <Date>

Administrative Information

Owner: <Owner Title>
Backup Owner: <Backup Owner Title>
Distribution: All U.S. employees and managers; HR, Payroll, Legal, and Audit
Storage: <Repository/URL>

Final Notes

Laws change. <Company Name> updates this policy as needed. For current salary thresholds and state overlays, consult Legal as of <Date> and update configurations accordingly
This template includes placeholders such as <Company Name>, <Date>, <Amount>, and <Percentage>. Replace with organization-specific details during implementation

Document Information:

Document Type: Fair Labor Standards Act (FLSA) Compliance
Category: Compliance & Governance
Generated: August 28, 2025
Status: Sample Template
Next Review: <Insert Review Date>

Usage Instructions:

Replace all text in angle brackets < > with your company-specific information
Review all sections for applicability to your organization
Customize content to reflect your company's policies and local regulations
Have legal and HR leadership review before implementation
Update document header with your company's version control information
At bottom of the document you find a short example on how the content could be communicated to end-users, for instance employees.

This sample document is provided for reference only and should be customized to meet your organization's specific needs and local legal requirements.