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Salaried employees are entitled to minimum wage and overtime pay, with only a few limited exemptions. In Texas, unless an employee earns a minimum weekly salary of $684 ($35,568/year) and falls into a legally recognized exemption category, they must receive overtime pay.

If an employee is exempt from FLSA and any state, local, or union overtime laws, then it is legal to work 60 hours a week on salary. Some employers do pay exempt employees for overtime work through time-and-a-half, bonuses, or extra time off.

Under the FLSA, overtime pay is determined by multiplying the employee's ?straight time rate of pay? by all overtime hours worked PLUS one-half of the employee's ?hourly regular rate of pay? times all overtime hours worked. All overtime work that is ordered or approved must be compensated.

14026, which raised the minimum wage paid by government contractors to workers performing work ?on or in connection with? covered federal contracts. As of January 1, 2023, workers covered by E.O. 14026 must be paid a minimum wage of $16.20 per hour to be compliant with the executive order.

14026 minimum wage protections generally apply to FLSA-covered employees who provide support on a service or construction contract that is necessary for the performance of the contract but who are not ?service employees? entitled to SCA prevailing wages or ?laborers or mechanics? entitled to DBA prevailing wages.

Executive, administrative, professional and outside sales employees: (as defined in Department of Labor regulations) and who are paid on a salary basis are exempt from both the minimum wage and overtime provisions of the FLSA.

Previous versions of the FLSA poster no longer compliant Because of this change, this is a mandatory posting change and the latest version is required. To comply with posting requirements, employers should download, print, and post the updated FLSA posting.