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Discusses whether tuition reimbursements are excludable from the regular rate of pay under Section 7(e)(2).

CCPA Title III amendments regarding court ordered child support or alimony.

DOL reiterated the direction set forth in Reorganization Plan No. 14 of 1950.

If an employer merely prescribes a general type of ordinary basic street clothing to be worn while working and permits variations in details of dress, the garments chosen by the employees would not be considered to be uniforms. On the other hand, where the employer does prescribe a specific type and style of clothing to be worn at work, e.g., where a restaurant or hotel requires a tuxedo or a skirt and blouse or jacket of a specific or distinctive style, color, and quality, such clothing would be considered uniforms.

The overtime exemption in section 13(b)(11) of the Act applies to "any employee employed as a driver or driver's helper making local deliveries. Employees involved in making trips outside the state, the exemption would not be applicable. See also Contract Work Hours & Safety Standards Act.

Address several questions which pertains to uniform allowances, to reimburse the employees for costs incurred in laundering and replacing uniforms and provides method of payment to satisfy the requirements of the FLSA

Addresses several questions pertaining to coverage and exemptions related to a nonprofit cultural and educational enterprise and whether the exemption in section 13(a)(3) from the FLSA's minimum wage and overtime requirements for employees of amusement or recreational establishments applies.

Discusses how the requirement in section 3(m) of the FLSA that an employee must retain all tips does not preclude tip splitting or pooling arrangements among certain employees who customarily and regularly receive tips. Tipped employees may not be required to share their tips with employees who have not customarily and regularly participated in tip pools.

This letter provides an analysis as to whether a translator meets the professional exemption under section 13(a)(1) of the FLSA and explains that the exemption is not determined on the basis of occupational title or job classification but is granted on the basis of the duties, salary and other requirements of the job of the individual employee involved.

This letter addresses several questions relating to the circumstances under which political committees would be subject to the provisions of the FLSA. The FLSA contains various exemptions, and in the case of political committees perhaps the most pertinent one is Section 13(a)(1), 20 U.S.C 213(a)(1). This provision exempts from the minimum wage and overtime requirements (but not the equal pay provisions) anyone employed in a bona fide executive, administrative or professional capacity. See 29 C.F.R. Part 541, for further details.