The Fair Labor Standards Act (FLSA) provides critical protections for employees regarding minimum wage, overtime pay, and other labor standards. The FLSA statute of limitations sets a timeframe within which employees must file claims for unpaid wages or other violations.
Under the FLSA, employees have a limited window of time to file claims for violations of their rights. The statute of limitations typically allows employees to file claims within two years of the violation. However, if the violation was willful, the statute of limitations extends to three years.
Employees who believe they have been denied proper wages, including minimum wage or overtime pay, can file claims with the U.S. Department of Labor or pursue legal action against their employer. It’s essential to be aware of the statute of limitations to ensure timely filing of claims.
The FLSA also prohibits employers from retaliating against employees for exercising their rights under the law. If an employer takes adverse action against an employee, such as termination or demotion, in retaliation for filing an FLSA claim, the employee may have additional legal recourse.
Employers are required to maintain accurate records of employee hours worked, wages paid, and other relevant information to comply with the FLSA. Failure to keep adequate records may extend the statute of limitations for employees seeking to recover unpaid wages.
Employees who believe their rights under the FLSA have been violated should consult with an experienced employment attorney to understand their options. An attorney can provide guidance on filing claims, navigating the legal process, and protecting employee rights.
