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Federal law sets $7.25 an hour and overtime after 40 hours a week. It does not require lunch or coffee breaks.

What do federal labor laws require when you schedule and pay hourly employees, and what do states add?

Verified on November 12, 2026 against the U.S. Code, the Code of Federal Regulations, the Federal Acquisition Regulation, the Department of Labor's guidance and the Federal Register, and each state's or city's own law or agency page·What changed on this page

$7.25

an hour, the federal minimum wage since July 24, 20091

40hours

in a workweek before overtime at not less than 1.5 times the regular rate, for covered employees unless exempt24

3years

that payroll records are kept, and 2 years for time cards35

What do federal labor laws require when you schedule and pay?

Under the Fair Labor Standards Act, covered, nonexempt employees are entitled to at least $7.25 an hour, effective July 24, 200967. Overtime is at least 1.5 times the regular rate for hours over 40 in a workweek24.

The FLSA does not limit the hours in a day or the days in a week for employees 16 and older8. It does not require meal or rest periods, but it does require break time to express breast milk910.

Where an employee is subject to both a state and the federal minimum wage, the employee is entitled to the higher of the two11. Many states and cities add their own rules; the table below gives some for nine of them.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the U.S. Department of Labor, the labor department of your state and city, or a qualified advisor.

What do these states add to the federal rules?

The FLSA does not excuse noncompliance with a state or city law that sets a higher minimum wage or a lower overtime threshold, in the statute's words a “maximum workweek lower” than its own12. The Department of Labor keeps a table of every state's minimum wage and premium-pay hours13.

Some of the rules each of these nine states, or a city in it, adds to the schedule, in its own law or its agency's statement of it, read on November 12, 2026. Each state adds more than these lines.
StateWhat it adds to the schedule
CaliforniaOvertime after 8 hours in a workday and double time after 1214.
New York24 consecutive hours of rest in any calendar week for employees of factories, stores, hotels and restaurants, and for watchmen in dwellings, apartment, loft and office buildings, garages and storage places, with the exceptions § 161(2) lists151617; in New York City, overtime after an 8 hour day for covered security guards from January 1, 2027, later under some existing agreements18192021.
OregonWritten schedules at least 14 calendar days ahead, for employees whose work is retail, hospitality or food service, at employers with 500 or more such employees worldwide2223.
WashingtonA meal period of at least 30 minutes starting no sooner than 2 hours and no later than 5 hours after the shift begins, and a paid rest period of at least 10 minutes for each 4 hours2425. In Seattle, schedules posted 14 days ahead for hourly employees at retail and food service establishments with 500 or more employees worldwide; full service restaurants also need 40 or more full-service locations2627.
Illinois24 consecutive hours of rest in every consecutive seven-day period, with watchmen and security guards among the exemptions the statute lists282930. A meal period of at least 20 minutes, starting no later than 5 hours in, on a shift of 7 1/2 continuous hours, unless a collective bargaining agreement sets meal periods3132. In Chicago, 1 hour of predictability pay for a shift change within 14 days, for employees in seven industries, building services among them, who earn up to $33.85 an hour or $64,945.55 a year, at employers with 100 or more employees globally (250 and 30 locations for restaurants)3334.
PennsylvaniaIn Philadelphia, schedules 14 days ahead at retail, food and hospitality establishments with 250 or more employees and 30 or more locations worldwide353637.
AlaskaOvertime after 8 hours a day as well as after 40 a week, except at employers with fewer than four employees, among the exceptions the statute lists38.
NevadaOvertime after 8 hours in a 24-hour period for employees who earn less than $18.00 an hour, unless otherwise exempted3940.
ColoradoOvertime after 12 hours in a workday or 12 consecutive hours, as well as after 40 a week, except as the order's exemptions provide41.

What changes in the week under federal law?

When you build the schedule

The FLSA counts overtime by the workweek: hours over 40 are paid at not less than 1.5 times the regular rate2. It does not limit the hours in a day or the days in a week for employees 16 and older8.

Hospitals and residential care establishments may, by an agreement made before the work, use a 14-day period instead of the workweek4243. Overtime then starts after 8 hours in a workday and after 80 hours in the period42.

When people take breaks

The FLSA does not require meal or rest periods9. Rest periods running from 5 minutes to about 20 minutes that an employer allows must be counted as hours worked4445.

The FLSA requires one kind of break: reasonable break time each time an employee needs to express breast milk, for 1 year after the child's birth, and a place other than a bathroom, shielded from view and free from intrusion10. An employer of fewer than 50 employees is exempt where the requirements would impose an undue hardship10.

A bona fide meal period is not worktime when the employee is completely relieved from duty, and ordinarily 30 minutes or more is long enough46.

In payroll

The federal minimum wage is $7.25 an hour1. Where an employee is subject to both a state and the federal minimum wage, the employee is entitled to the higher of the two11.

Under the FLSA, with a tip credit, the employer pays at least $2.13 an hour in direct wages, and makes up the difference when tips and direct wages fall short of the minimum wage47. Some states require employers to pay tipped employees the full state minimum wage before tips, among them Alaska, California, Nevada, Oregon and Washington48.

When someone takes time off

The FLSA does not require vacation, holiday, severance or sick pay9. On covered federal contracts, Executive Order 13706 adds paid sick leave49.

The Family and Medical Leave Act gives eligible employees unpaid, job-protected leave for qualifying family and medical reasons50: up to 12 workweeks in a 12-month period51, or up to 26 workweeks in a single 12-month period for a spouse, child, parent or next of kin caring for a covered servicemember52. It covers private employers with 50 or more employees in 20 or more workweeks in the current or previous calendar year and, of any size, public agencies and public and private elementary and secondary schools5354.

When the site is in CaliforniaCalifornia labor laws: what changes the schedule and the payCalifornia pays time and a half after 8 hours in a workday and double after 12. The state minimum wage is $17.40 from January 1, 2027.See the ruleWhen the site is in New YorkNew York labor laws: what changes the schedule and the payNew York pays overtime after 40 hours a week for most employees, and its minimum wage stays $17.00 and $16.00 on January 1, 2027. NYC adds its own rules.See the ruleWhen a state or city sets the noticePredictive Scheduling Laws by State: 11 Jurisdictions, 2026Oregon is the only statewide mandate; 10 cities and counties have their own. Notice windows, predictability pay and thresholds for all 11 jurisdictions.Read

What changes on federal contracts, for guards and others?

The Service Contract Act applies to federal contracts over $2,500 whose principal purpose is furnishing services through service employees55. Each contract specifies a wage determination: the minimum wage and fringe benefits for each class of service employee, set by the Secretary of Labor from prevailing rates in the locality, or from a collective bargaining agreement that covers the employees56.

Guard and watchman security service is among the services found to be covered57.

The Contract Work Hours and Safety Standards Act applies to contracts over $100,000 and to laborers and mechanics, watchmen and guards included58. It requires at least 1.5 times the basic rate of pay for hours over 40 in a workweek5960. The Federal Acquisition Regulation leaves its clause out of contracts valued at or below $200,000 and of contracts for commercial products and commercial services61.

Executive Order 13658 sets a minimum wage that generally must be paid on the contracts it covers: $13.65 an hour from May 11, 2026, and $14.05 from January 6, 20276263. The Department of Labor says it applies to certain contracts entered into between January 1, 2015 and January 29, 2022 that were not renewed or extended on or after January 30, 202264. The Department also says Executive Order 14026 was revoked on March 14, 202564.

Under Executive Order 13706, employees on covered contracts accrue not less than 1 hour of paid sick leave for every 30 hours worked49. A contractor may limit accrual to not less than 56 hours in each accrual year49.

What does an employer have to be able to show?

  • The hours worked each workday and the total hours worked each workweek, for each employee the minimum wage or overtime rules cover65.
  • Payroll records kept for at least 3 years, with written agreements, or memoranda of oral ones, under section 7(j), the 14-day period for hospitals and residential care342.
  • Time and earning cards with each employee's daily starting and stopping time, and wage rate tables, kept for at least 2 years5.

What does the law leave open?

Overtime on smaller and commercial federal contracts. The statute covers contracts over $100,00058. The Federal Acquisition Regulation leaves the clause out of contracts valued at or below $200,000 and of contracts for commercial products and commercial services61. How the act applies to a contract without the clause is a question for your contracting officer or your counsel.

Which federal contracts carry Executive Order 13658's rate. The Department of Labor says the rates apply to certain types of contracts entered into between January 1, 2015 and January 29, 2022 that were not renewed or extended on or after January 30, 202264. Whether a given contract was renewed or extended is a question for your contracting officer or your counsel.

What does the law say exactly?

(1) Except as otherwise provided in this section, no employer shall employ any of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, for a workweek longer than forty hours unless such employee receives compensation for his employment in excess of the hours above specified at a rate not less than one and one-half times the regular rate at which he is employed.
29 U.S.C. § 207(a)(1) · official text · source 2
29 U.S.C. § 206(a)(1)(C) the federal minimum wage
Every employer shall pay to each of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, wages at the following rates: (1) except as otherwise provided in this section, not less than— (A) $5.85 an hour, beginning on the 60th day after May 25, 2007; (B) $6.55 an hour, beginning 12 months after that 60th day; and (C) $7.25 an hour, beginning 24 months after that 60th day;
29 U.S.C. § 206(a)(1)(C) · official text · source 7
Department of Labor, Handy Reference Guide what the FLSA does not require
While the FLSA does set basic minimum wage and overtime pay standards and regulates the employment of minors, there are a number of employment practices which the FLSA does not regulate. For example, the FLSA does not require: vacation, holiday, severance, or sick pay; meal or rest periods, holidays off, or vacations; premium pay for weekend or holiday work; pay raises or fringe benefits; or a discharge notice, reason for discharge, or immediate payment of final wages to terminated employees.
29 U.S.C. § 201 et seq. (DOL, Handy Reference Guide to the FLSA) · official text · source 9
29 CFR 785.18 rest periods are hours worked
Rest periods of short duration, running from 5 minutes to about 20 minutes, are common in industry. They promote the efficiency of the employee and are customarily paid for as working time. They must be counted as hours worked. Compensable time of rest periods may not be offset against other working time such as compensable waiting time or on-call time.
29 CFR 785.18 · eCFR text · source 44
29 CFR 785.19 meal periods
(a) Bona fide meal periods. Bona fide meal periods are not worktime. Bona fide meal periods do not include coffee breaks or time for snacks. These are rest periods. The employee must be completely relieved from duty for the purposes of eating regular meals. Ordinarily 30 minutes or more is long enough for a bona fide meal period. A shorter period may be long enough under special conditions. The employee is not relieved if he is required to perform any duties, whether active or inactive, while eating. For example, an office employee who is required to eat at his desk or a factory worker who is required to be at his machine is working while eating. […] (b) Where no permission to leave premises. It is not necessary that an employee be permitted to leave the premises if he is otherwise completely freed from duties during the meal period.
29 CFR 785.19(a)-(b) · eCFR text · source 46
29 CFR 778.601 the 14-day period for hospitals
The exemption provided by section 7(j) applies: if, pursuant to an agreement or understanding arrived at between the employer and employee before performance of the work, a work period of 14 consecutive days is accepted in lieu of the workweek of 7 consecutive days for purposes of overtime computation and if, for his employment in excess of 8 hours in any workday and in excess of 80 hours in such 14-day period, the employee receives compensation at a rate not less than one and one-half times the regular rate at which he is employed. […] The agreement or understanding between the employer and employee to use the 14-day period for computing overtime must be entered into before the work to which it is intended to apply is performed.
29 U.S.C. § 207(j); 29 CFR 778.601(a), (c) · eCFR text · source 42
29 CFR 516.5 records kept 3 years
Each employer shall preserve for at least 3 years: (a) Payroll records. From the last date of entry, all payroll or other records containing the employee information and data required under any of the applicable sections of this part, and […] (5) Written agreements or memoranda summarizing the terms of oral agreements or understandings under section 7(g) or 7(j) of the Act, and
29 CFR 516.5(a), (b)(5) · eCFR text · source 3
29 CFR 516.6 records kept 2 years
(a) Supplementary basic records: Each employer required to maintain records under this part shall preserve for a period of at least 2 years. (1) Basic employment and earnings records. From the date of last entry, all basic time and earning cards or sheets on which are entered the daily starting and stopping time of individual employees, or of separate work forces, or the amounts of work accomplished by individual employees on a daily, weekly, or pay period basis (for example, units produced) when those amounts determine in whole or in part the pay period earnings or wages of those employees. (2) Wage rate tables. From their last effective date, all tables or schedules of the employer which provide the piece rates or other rates used in computing straight-time earnings, wages, or salary, or overtime pay computation.
29 CFR 516.6(a)(1)-(2) · eCFR text · source 5
41 U.S.C. § 6702(a) contracts the Service Contract Act covers
(a) In General.—Except as provided in subsection (b), this chapter applies to any contract or bid specification for a contract, whether negotiated or advertised, that— (1) is made by the Federal Government or the District of Columbia; (2) involves an amount exceeding $2,500; and (3) has as its principal purpose the furnishing of services in the United States through the use of service employees.
41 U.S.C. § 6702(a) · official text · source 55
40 U.S.C. § 3701 watchmen and guards on federal contracts
(2) Laborers and mechanics.—This chapter applies to all laborers and mechanics employed by a contractor or subcontractor in the performance of any part of the work under the contract— (A) including watchmen, guards, and workers performing services in connection with dredging or rock excavation in any river or harbor of the United States, a territory, or the District of Columbia; but (B) not including an employee employed as a seaman. […] (3) Exceptions.— (A) This chapter.—This chapter does not apply to— […] (iii) a contract in an amount that is not greater than $100,000.
40 U.S.C. § 3701(b)(2)(A), (b)(3)(A)(iii) · official text · source 58
Federal Register, October 8, 2026 the 2027 contractor minimum wage
Beginning on January 6, 2027, the Executive Order 13658 minimum wage rate that generally must be paid to workers performing work on or in connection with contracts covered by Executive Order 13658 will increase to $14.05 per hour, while the required minimum cash wage that generally must be paid to tipped employees performing work on or in connection with covered contracts will increase to $9.85 per hour. […] DATES: These new Executive Order 13658 rates shall take effect on January 6, 2027.
EO 13658; 91 FR 64403 (Oct. 8, 2026), FR Doc. 2026-20646 · official text · source 63

How does a system hold these rules?

Federal, state and city rules land on the schedule, the timecard and payroll at the same time. This is how they come together in WorkAxle:

  1. Daily and weekly hours, consecutive days and rest between shifts are set up as rules, each with its start date.
  2. While the schedule is built, the platform flags each shift that breaks one of those rules and names the rule. The supervisor decides.
  3. Each clock-in and clock-out is recorded with its time, and at the close of the period hours come out classified by your rules, ready for your payroll system.

The supervisor keeps the last word.

What can you check this week?

  • List your sites by state and city, and check each against the table above and against that state's and city's own labor pages.
  • Check that timecards keep each employee's daily starting and stopping times for at least 2 years, and payroll records for at least 353.
  • For federal contracts with guards on them, find the wage determination in each contract, the contract's value and whether it carries the overtime clause565861.
  • On contracts that may carry Executive Order 13658, mark January 6, 2027 for the new rate63.

This text does not constitute legal advice. Obligations vary by establishment and change over time. Confirm yours with the U.S. Department of Labor, the labor department of your state and city, or a qualified advisor.

Frequently asked questions

What is the federal minimum wage?

$7.25 an hour for covered, nonexempt employees, effective July 24, 20096. Where an employee is subject to both a state and the federal minimum wage, the employee is entitled to the higher of the two11.

Does federal law require overtime after 8 hours a day?

The FLSA's rule is weekly: unless exempt, covered employees get at least 1.5 times the regular rate for hours over 40 in a workweek24. Hospitals and residential care establishments may agree in advance to a 14-day period with overtime after 8 hours a day and 80 in the period42. Some states add daily overtime, such as Alaska after 8 hours a day at employers of four or more38.

Does federal law require breaks?

The FLSA does not require meal or rest periods9. Rest periods running from 5 minutes to about 20 minutes that an employer allows must be counted as hours worked44. The FLSA does require reasonable break time each time an employee needs to express breast milk, for 1 year after a child's birth, and a place other than a bathroom, shielded from view and free from intrusion, with an undue-hardship exemption for employers of fewer than 5010.

How long do employers have to keep payroll records under the FLSA?

Payroll records for at least 3 years, and time cards with daily starting and stopping times for at least 2 years35.

Does the Service Contract Act cover security guards?

The Service Contract Act covers federal contracts over $2,500 whose principal purpose is furnishing services through service employees55. Guard and watchman security service is among the services found to be covered57.

What is the federal contractor minimum wage in 2027?

Under Executive Order 13658, $14.05 an hour from January 6, 202763, only on certain contracts entered into between January 1, 2015 and January 29, 2022 and not renewed or extended on or after January 30, 202264. Executive Order 14026 was revoked on March 14, 202564.

Does federal law require family or medical leave?

The Family and Medical Leave Act gives eligible employees unpaid, job-protected leave for qualifying family and medical reasons50, up to 12 workweeks in a 12-month period51, or up to 26 workweeks in a single 12-month period for a spouse, child, parent or next of kin caring for a covered servicemember52. It covers private employers with 50 or more employees in 20 or more workweeks in the current or previous calendar year and, of any size, public agencies and public and private elementary and secondary schools5354.

https://www.workaxle.com/compliance-center/united-states

Sources

  1. 29 U.S.C. § 206 (DOL Wage and Hour Division, Minimum Wage). “The federal minimum wage is $7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. Some state laws provide greater employee protections; employers must comply with both.”https://www.dol.gov/agencies/whd/minimum-wage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  2. 29 U.S.C. § 207(a)(1). “(1) Except as otherwise provided in this section, no employer shall employ any of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, for a workweek longer than forty hours unless such employee receives compensation for his employment in excess of the hours above specified at a rate not less than one and one-half times the regular rate at which he is employed.”https://www.govinfo.gov/content/pkg/USCODE-2024-title29/html/USCODE-2024-title29-chap8-sec207.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  3. 29 CFR 516.5(a), (b)(5). “Each employer shall preserve for at least 3 years: (a) Payroll records. From the last date of entry, all payroll or other records containing the employee information and data required under any of the applicable sections of this part, and […] (5) Written agreements or memoranda summarizing the terms of oral agreements or understandings under section 7(g) or 7(j) of the Act, and”https://www.ecfr.gov/current/title-29/part-516/section-516.5 · Federal regulation (Code of Federal Regulations), as published on eCFR · Verified on November 12, 2026
  4. DOL WHD, Overtime Pay. “Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay.”https://www.dol.gov/agencies/whd/overtime · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  5. 29 CFR 516.6(a)(1)-(2). “(a) Supplementary basic records: Each employer required to maintain records under this part shall preserve for a period of at least 2 years. (1) Basic employment and earnings records. From the date of last entry, all basic time and earning cards or sheets on which are entered the daily starting and stopping time of individual employees, or of separate work forces, or the amounts of work accomplished by individual employees on a daily, weekly, or pay period basis (for example, units produced) when those amounts determine in whole or in part the pay period earnings or wages of those employees. (2) Wage rate tables. From their last effective date, all tables or schedules of the employer which provide the piece rates or other rates used in computing straight-time earnings, wages, or salary, or overtime pay computation.”https://www.ecfr.gov/current/title-29/part-516/section-516.6 · Federal regulation (Code of Federal Regulations), as published on eCFR · Verified on November 12, 2026
  6. DOL, Handy Reference Guide to the FLSA (Basic Wage Standards). “Covered, nonexempt workers are entitled to a minimum wage of $7.25 per hour effective July 24, 2009. Special provisions apply to workers in American Samoa and the Commonwealth of the Northern Mariana Islands.”https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  7. 29 U.S.C. § 206(a)(1)(C). “Every employer shall pay to each of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, wages at the following rates: (1) except as otherwise provided in this section, not less than— (A) $5.85 an hour, beginning on the 60th day after May 25, 2007; (B) $6.55 an hour, beginning 12 months after that 60th day; and (C) $7.25 an hour, beginning 24 months after that 60th day;”https://www.govinfo.gov/content/pkg/USCODE-2024-title29/html/USCODE-2024-title29-chap8-sec206.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  8. 29 U.S.C. § 201 et seq. (DOL, Handy Reference Guide to the FLSA). “Also, the FLSA does not limit the number of hours in a day or days in a week an employee may be required or scheduled to work, including overtime hours, if the employee is at least 16 years old.”https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  9. 29 U.S.C. § 201 et seq. (DOL, Handy Reference Guide to the FLSA). “While the FLSA does set basic minimum wage and overtime pay standards and regulates the employment of minors, there are a number of employment practices which the FLSA does not regulate. For example, the FLSA does not require: vacation, holiday, severance, or sick pay; meal or rest periods, holidays off, or vacations; premium pay for weekend or holiday work; pay raises or fringe benefits; or a discharge notice, reason for discharge, or immediate payment of final wages to terminated employees.”https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  10. 29 U.S.C. § 218d(a), (c). “(a) In general An employer shall provide— (1) a reasonable break time for an employee to express breast milk for such employee's nursing child for 1 year after the child's birth each time such employee has need to express the milk; and (2) a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk. […] (c) Exemption for small employers An employer that employs less than 50 employees shall not be subject to the requirements of this section, if such requirements would impose an undue hardship by causing the employer significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the employer's business.”https://www.govinfo.gov/content/pkg/USCODE-2024-title29/html/USCODE-2024-title29-chap8-sec218d.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  11. 29 U.S.C. § 218(a) (DOL, Minimum Wage topic page). “In cases where an employee is subject to both the state and federal minimum wage laws, the employee is entitled to the higher of the two minimum wages.”https://www.dol.gov/general/topic/wages/minimumwage · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  12. 29 U.S.C. § 218(a). “(a) No provision of this chapter or of any order thereunder shall excuse noncompliance with any Federal or State law or municipal ordinance establishing a minimum wage higher than the minimum wage established under this chapter or a maximum work week lower than the maximum workweek established under this chapter, and no provision of this chapter relating to the employment of child labor shall justify noncompliance with any Federal or State law or municipal ordinance establishing a higher standard than the standard established under this chapter. No provision of this chapter shall justify any employer in reducing a wage paid by him which is in excess of the applicable minimum wage under this chapter, or justify any employer in increasing hours of employment maintained by him which are shorter than the maximum hours applicable under this chapter.”https://www.govinfo.gov/content/pkg/USCODE-2024-title29/html/USCODE-2024-title29-chap8-sec218.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  13. DOL WHD, State Minimum Wage Laws. “Updated November 5, 2026 Table of minimum wage by state Historical Table Alabama No state minimum wage law. Employers subject to the Fair Labor Standards Act must pay the current Federal minimum wage of $7.25 per hour. Alaska Basic Minimum Rate (per hour): $14.00 Premium Pay After Designated Hours 1 : Daily - 8, Weekly - 40”https://www.dol.gov/agencies/whd/minimum-wage/state · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  14. Cal. Lab. Code § 510(a). “Eight hours of labor constitutes a day’s work. Any work in excess of eight hours in one workday and any work in excess of 40 hours in any one workweek and the first eight hours worked on the seventh day of work in any one workweek shall be compensated at the rate of no less than one and one-half times the regular rate of pay for an employee. Any work in excess of 12 hours in one day shall be compensated at the rate of no less than twice the regular rate of pay for an employee. In addition, any work in excess of eight hours on any seventh day of a workweek shall be compensated at the rate of no less than twice the regular rate of pay of an employee.”https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=LAB&sectionNum=510 · Statute text, from the official publication of the code · Verified on November 12, 2026
  15. N.Y. Lab. Law § 161(1), first paragraph. “§ 161. One day rest in seven. 1. Every employer operating a factory, mercantile establishment, hotel, restaurant, or freight or passenger elevator in any building or place shall, except as herein otherwise provided, allow every person employed in such establishment or in the care, custody or operation of any such elevator, at least twenty-four consecutive hours of rest in any calendar week. Every employer operating a place in which motion pictures”https://www.nysenate.gov/legislation/laws/LAB/161 · Statute text, from the official publication of the code · Verified on November 12, 2026
  16. N.Y. Lab. Law § 161(1), watchmen. “Every owner, lessee and operator of a dwelling, apartment, loft and office building, garage, storage place and building, wherein or whereat a watchman or watchmen or engineer or fireman are employed, shall allow such person or persons so employed at least twenty-four consecutive hours of rest in each and every calendar week.”https://www.nysenate.gov/legislation/laws/LAB/161 · Statute text, from the official publication of the code · Verified on November 12, 2026
  17. N.Y. Lab. Law § 161(2). “2. This section shall not apply to: a. Foreman in charge; b. Employees in milk condenseries, milk powder factories, milk sugar factories, milk shipping stations, butter and cheese factories, ice cream manufacturing plants and milk bottling plants, where not more than seven persons are employed; c. Employees, if the board in its discretion approves, engaged in an industrial or manufacturing process necessarily continuous, in which no employee is permitted to work more than eight hours in any calendar day; d. Employees whose duties include not more than three hours' work on Sunday in setting sponges in bakeries, maintaining fires, or making necessary repairs to boilers or machinery. e. Employees in resort or seasonal hotels and restaurants in rural communities and in cities and villages having a population of less than fifteen thousand inhabitants, excluding that portion of the population of a third class city residing outside of its corporation tax district where such city embraces the entire area of a former township. As used in this subdivision, the term "resort" shall apply to any establishment enumerated herein which operates for not more than four calendar months and fifteen days in each year, and the term "seasonal" shall apply to any establishment enumerated herein in which the number of employees is increased by at least one hundred per cent from the slack to the busiest season. f. Employees in dry dock plants engaged in making repairs to ships.”https://www.nysenate.gov/legislation/laws/LAB/161 · Statute text, from the official publication of the code · Verified on November 12, 2026
  18. NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026). “Overtime (for Armed and Unarmed Security Guards) Time and one half the regular hourly rate after: an 8 hour day; 40 straight time hours in any work week.”https://www.nyc.gov/site/dca/workers/workersrights/security-guards-minimum-wage-schedule.page · Official notice or schedule published by the agency · Verified on November 12, 2026
  19. NYC DCWP, Minimum Wage Schedule for Security Guards Covered Under Local Law 61 of 2026 (page dated 09/01/2026). “Beginning January 1, 2027, covered security guard employers must pay covered security guards a wage that is equal to or greater than the rates in this Minimum Wage Schedule.”https://www.nyc.gov/site/dca/workers/workersrights/security-guards-minimum-wage-schedule.page · Official notice or schedule published by the agency · Verified on November 12, 2026
  20. Local Law 61 of 2026, § 3. “§ 3. This local law takes effect 180 days after it becomes law, provided that in the case of covered security guards subject to a valid collective bargaining agreement or other designated agreement, this local law shall apply to such covered security guards on the date of the termination of such collective bargaining agreement or designated agreement, provided such collective bargaining agreement or designated agreement has a termination date on a date certain.”https://legistar.council.nyc.gov/View.ashx?M=F&ID=15338219&GUID=15C71CCE-430C-4189-AEDF-ECD7DBF15EBE · Local law, as published by the city or its code publisher · Verified on November 12, 2026
  21. Local Law 61 of 2026, § 2. “§ 2. Designated agreement. The term “designated agreement” means an enforceable agreement between a covered security guard and a covered security guard employer that (i) imposes requirements on such security guard employer relating to the provision of paid time off, supplemental benefits, or the payment of wages; (ii) was entered into on or before October 30, 2025; and (iii) includes a termination date.”https://legistar.council.nyc.gov/View.ashx?M=F&ID=15338219&GUID=15C71CCE-430C-4189-AEDF-ECD7DBF15EBE · Local law, as published by the city or its code publisher · Verified on November 12, 2026
  22. ORS 653.412-653.490; OAR 839-026 (BOLI). “Advance notice of work schedule. The employer must provide an employee with a work schedule, in writing, at least 14 calendar days before the first day on the schedule. The work schedule must be posted in a conspicuous and accessible location.”https://www.oregon.gov/boli/workers/Pages/predictive-scheduling.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  23. ORS 653.412-653.490; OAR 839-026 (BOLI). “Employees of retail, hospitality or food services establishments (including chains and integrated enterprises) that employ 500 or more employees worldwide who are primarily engaged in providing retail, hospitality or food services are covered. […] Note that employees whose primary duties do not relate to retail, hospitality or food service operations; salaried employees who are exempt from minimum wage and workers supplied by worker leasing companies or businesses that provide services to or on behalf of an employer are not covered or counted toward the 500 employee threshold. […] The number of employees employed by an employer is calculated based on the average number of employees employed on each work day during each of 20 or more workweeks in the current calendar year or immediately preceding calendar year.”https://www.oregon.gov/boli/workers/Pages/predictive-scheduling.aspx · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  24. WAC 296-126-092(1)-(3). “(1) Employees shall be allowed a meal period of at least thirty minutes which commences no less than two hours nor more than five hours from the beginning of the shift. Meal periods shall be on the employer's time when the employee is required by the employer to remain on duty on the premises or at a prescribed work site in the interest of the employer. (2) No employee shall be required to work more than five consecutive hours without a meal period. (3) Employees working three or more hours longer than a normal work day shall be allowed at least one thirty-minute meal period prior to or during the overtime period.”https://app.leg.wa.gov/WAC/default.aspx?cite=296-126-092 · Regulation text, from the official publication of the rules · Verified on November 12, 2026
  25. WAC 296-126-092(4)-(5). “(4) Employees shall be allowed a rest period of not less than ten minutes, on the employer's time, for each four hours of working time. Rest periods shall be scheduled as near as possible to the midpoint of the work period. No employee shall be required to work more than three hours without a rest period. (5) Where the nature of the work allows employees to take intermittent rest periods equivalent to ten minutes for each 4 hours worked, scheduled rest periods are not required.”https://app.leg.wa.gov/WAC/default.aspx?cite=296-126-092 · Regulation text, from the official publication of the rules · Verified on November 12, 2026
  26. Seattle Mun. Code ch. 14.22 (Office of Labor Standards). “Seattle's Secure Scheduling Ordinance went into effect on July 1, 2017. […] Post work schedules at least 14 days in advance, and respect employees’ right to decline any hours not on originally posted schedules.”https://www.seattle.gov/laborstandards/ordinances/secure-scheduling · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  27. Seattle Mun. Code ch. 14.22 (Office of Labor Standards). “Coverage: Covers hourly employees at retail and food services establishments with 500+ employees worldwide. Full service restaurants also must have 40+ full-service locations worldwide.”https://www.seattle.gov/laborstandards/ordinances/secure-scheduling · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  28. 820 ILCS 140/2(a). “(a) Every employer shall allow every employee except those specified in this Section at least twenty-four consecutive hours of rest in every consecutive seven-day period in addition to the regular period of rest allowed at the close of each working day.”https://www.ilga.gov/Legislation/ILCS/Articles?ActID=2407&ChapterID=68 · Statute text, from the official publication of the code · Verified on November 12, 2026
  29. 820 ILCS 140/2(b)(5). “(b) Subsection (a) does not apply to the following: […] (5) Employees employed as watchmen or security guards;”https://www.ilga.gov/Legislation/ILCS/Articles?ActID=2407&ChapterID=68 · Statute text, from the official publication of the code · Verified on November 12, 2026
  30. 820 ILCS 140/2(b)(1), (8). “(b) Subsection (a) does not apply to the following: (1) Part-time employees whose total work hours for one employer during a calendar week do not exceed 20; and […] (8) Employees for whom work hours, days of work, and rest periods are established through the collective bargaining process”https://www.ilga.gov/Legislation/ILCS/Articles?ActID=2407&ChapterID=68 · Statute text, from the official publication of the code · Verified on November 12, 2026
  31. 820 ILCS 140/3. “Every employer shall permit its employees who are to work for 7 1/2 continuous hours, except those specified in this Section, at least 20 minutes for a meal period beginning no later than 5 hours after the start of the work period. An employee who works in excess of 7 1/2 continuous hours shall be entitled to an additional 20-minute meal period for every additional 4 1/2 continuous hours worked.”https://www.ilga.gov/Legislation/ILCS/Articles?ActID=2407&ChapterID=68 · Statute text, from the official publication of the code · Verified on November 12, 2026
  32. 820 ILCS 140/3 (collective bargaining exception). “This Section does not apply to employees for whom meal periods are established through the collective bargaining process.”https://www.ilga.gov/Legislation/ILCS/Articles?ActID=2407&ChapterID=68 · Statute text, from the official publication of the code · Verified on November 12, 2026
  33. Chicago Mun. Code ch. 6-110 (BACP Office of Labor Standards). “Covered employees are given: Advance notice of work schedule Right to decline previously unscheduled hours 1 hour of Predictability Pay for any shift change within 14 days Right to rest by declining work hours less than 10 hours after the end of previous day’s shift”https://www.chicago.gov/city/en/depts/bacp/supp_info/fairworkweek.html · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  34. Chicago Mun. Code ch. 6-110 (BACP Office of Labor Standards). “Employees are covered by the ordinance if they work in one of seven “covered” industries (Building Services, Healthcare, Hotels, Manufacturing, Restaurants, Retail, and Warehouse Services), earn less than or equal to $33.85/hour or earn less than or equal to $64,945.55/year, and the employer has at least 100 employees globally (250 employees and 30 locations for a restaurant).”https://www.chicago.gov/city/en/depts/bacp/supp_info/fairworkweek.html · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  35. Phila. Code ch. 9-4600 (Office of Worker Protections, Fair Workweek FAQ, Dec. 2023). “Employers must provide Posted Work Schedules at least ten (10) days in advance from April 1, 2020 to December 31, 2020, and fourteen (14) days in advance from January 1, 2021 onwards.”https://www.phila.gov/media/20231218102835/FWW-FAQ-December-2023.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  36. Phila. Code § 9-4601 (Office of Worker Protections, Fair Workweek FAQ, Dec. 2023, Q3). “The Ordinance applies to retail, food, or hospitality establishments, with 250 or more employees worldwide and 30 or more locations worldwide. This includes chain establishments and franchises.”https://www.phila.gov/media/20231218102835/FWW-FAQ-December-2023.pdf · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  37. Phila. Code ch. 9-4600 (Department of Labor). “Philadelphia’s Fair Workweek law requires covered employers to provide service, retail, and hospitality workers with a predictable work schedule. It also requires good faith estimates and 14 days advance notice of schedule, along with other protections. Covered employers have: At least 250 employees worldwide, and At least 30 locations worldwide. This includes chain establishments and franchises.”https://www.phila.gov/services/working-jobs/worker-protections/wage-protections/report-a-fair-workweek-violation/ · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  38. AS 23.10.060(a)-(b), (d)(1). “(a) An employer who employs employees engaged in commerce or other business, or in the production of goods or materials in the state, may not employ an employee for a workweek longer than 40 hours or for more than eight hours a day. (b) If an employer finds it necessary to employ an employee for hours in excess of the limits set in this subsection, overtime compensation for the overtime at the rate of one and one-half times the regular rate of pay shall be paid. An employee is entitled to overtime compensation for hours worked in excess of eight hours a day. An employee is also entitled to overtime compensation for hours worked in excess of 40 hours a week; in determining whether an employee has worked more than 40 hours a week, the number of hours worked shall be determined without including hours that are worked in excess of eight hours in a day because the employee has or will be separately awarded overtime compensation based on those hours. […] (d) This section does not apply to (1) an employee employed by an employer employing fewer than four employees in the regular course of business, as “regular course of business” is defined by regulations of the commissioner;”https://www.akleg.gov/basis/statutes.asp?media=print&secStart=23.10.050&secEnd=23.10.062 · Statute text, from the official publication of the code · Verified on November 12, 2026
  39. NRS 608.018 (Labor Commissioner, Daily Overtime 2025 Annual Bulletin). “EFFECTIVE JULY 1, 2025, EMPLOYEES WHO EARN LESS THAN $18.00 PER HOUR ARE ELIGIBLE FOR OVERTIME AT ONE AND A HALF (1.5) TIMES THE EMPLOYEE’S REGULAR RATE OF PAY FOR: […] OVER 8 HOURS OF WORK IN A 24-HOUR PERIOD; OR […] OVER 40 HOURS OF WORK IN A WORK WEEK.”https://labor.nv.gov/uploadedFiles/labornvgov/content/Wages/25.06.23%20Annual%20Bulletin%20-%20Daily%20Overtime.pdf · Official notice or schedule published by the agency · Verified on November 12, 2026
  40. NRS 608.018 (Labor Commissioner, Daily Overtime 2025 Annual Bulletin, opening paragraph). “EMPLOYERS MUST PAY 1.5 TIMES AN EMPLOYEE’S REGULAR WAGE RATE WHENEVER AN EMPLOYEE WHO IS PAID LESS THAN 1.5 TIMES THE APPLICABLE MINIMUM WAGE RATE WORKS MORE THAN 40 HOURS IN ANY WORKWEEK OR MORE THAN 8 HOURS IN ANY WORKDAY, UNLESS OTHERWISE EXEMPTED. EMPLOYERS SHOULD REFER TO NRS 608.018 FOR FURTHER DETAILS ON OVERTIME REQUIREMENTS.”https://labor.nv.gov/uploadedFiles/labornvgov/content/Wages/25.06.23%20Annual%20Bulletin%20-%20Daily%20Overtime.pdf · Official notice or schedule published by the agency · Verified on November 12, 2026
  41. 7 CCR 1103-1, COMPS Order #40, Rules 4.1.1 and 4.1.5. “Adopted December 8, 2025; effective February 1, 2026. […] 4.1.1 Employees shall be paid time and one-half of the regular rate of pay for any work in excess of any of the following, except as provided in exemptions or variances in Rule 2: (A) 40 hours per workweek; (B) 12 hours per workday; or […] consecutive hours without regard to the start and end time of the workday. […] 4.1.5 In calculating when 12 consecutive hours are worked for purposes of the Rule 4.1.1 requirement of overtime after 12 hours, meal periods may be subtracted, but only if the meal periods comply with the Rule 5.1 requirements for meal periods.”https://cdle.colorado.gov/sites/cdle/files/adopted_2026_comps_order_%2340_7_ccr_1103-1_12.8.25.pdf · Regulation text, from the official publication of the rules · Verified on November 12, 2026
  42. 29 U.S.C. § 207(j); 29 CFR 778.601(a), (c). “The exemption provided by section 7(j) applies: if, pursuant to an agreement or understanding arrived at between the employer and employee before performance of the work, a work period of 14 consecutive days is accepted in lieu of the workweek of 7 consecutive days for purposes of overtime computation and if, for his employment in excess of 8 hours in any workday and in excess of 80 hours in such 14-day period, the employee receives compensation at a rate not less than one and one-half times the regular rate at which he is employed. […] The agreement or understanding between the employer and employee to use the 14-day period for computing overtime must be entered into before the work to which it is intended to apply is performed.”https://www.ecfr.gov/current/title-29/part-778/section-778.601 · Federal regulation (Code of Federal Regulations), as published on eCFR · Verified on November 12, 2026
  43. 29 U.S.C. § 207(j). “No employer engaged in the operation of a hospital or an establishment which is an institution primarily engaged in the care of the sick, the aged, or the mentally ill or defective who reside on the premises shall be deemed to have violated subsection (a) if, pursuant to an agreement or understanding arrived at between the employer and the employee before performance of the work, a work period of fourteen consecutive days is accepted in lieu of the workweek of seven consecutive days for purposes of overtime computation and if, for his employment in excess of eight hours in any workday and in excess of eighty hours in such fourteen-day period, the employee receives compensation at a rate not less than one and one-half times the regular rate at which he is employed.”https://www.govinfo.gov/content/pkg/USCODE-2024-title29/html/USCODE-2024-title29-chap8-sec207.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  44. 29 CFR 785.18. “Rest periods of short duration, running from 5 minutes to about 20 minutes, are common in industry. They promote the efficiency of the employee and are customarily paid for as working time. They must be counted as hours worked. Compensable time of rest periods may not be offset against other working time such as compensable waiting time or on-call time.”https://www.ecfr.gov/current/title-29/part-785/section-785.18 · Federal regulation (Code of Federal Regulations), as published on eCFR · Verified on November 12, 2026
  45. DOL, Breaks and Meal Periods. “Federal law does not require lunch or coffee breaks. However, when employers do offer short breaks (usually lasting about 5 to 20 minutes), federal law considers the breaks as compensable work hours that would be included in the sum of hours worked during the workweek and considered in determining if overtime was worked.”https://www.dol.gov/general/topic/workhours/breaks · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  46. 29 CFR 785.19(a)-(b). “(a) Bona fide meal periods. Bona fide meal periods are not worktime. Bona fide meal periods do not include coffee breaks or time for snacks. These are rest periods. The employee must be completely relieved from duty for the purposes of eating regular meals. Ordinarily 30 minutes or more is long enough for a bona fide meal period. A shorter period may be long enough under special conditions. The employee is not relieved if he is required to perform any duties, whether active or inactive, while eating. For example, an office employee who is required to eat at his desk or a factory worker who is required to be at his machine is working while eating. […] (b) Where no permission to leave premises. It is not necessary that an employee be permitted to leave the premises if he is otherwise completely freed from duties during the meal period.”https://www.ecfr.gov/current/title-29/part-785/section-785.19 · Federal regulation (Code of Federal Regulations), as published on eCFR · Verified on November 12, 2026
  47. DOL, Handy Reference Guide to the FLSA (Tipped Employees). “The employer may consider tips as part of wages, but the employer must pay at least $2.13 an hour in direct wages. […] If an employee’s tips combined with the employer’s direct wages of at least $2.13 an hour do not equal the minimum hourly wage, the employer must make up the difference.”https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  48. DOL WHD, Minimum Wages for Tipped Employees (July 1, 2026). “State requires employers to pay tipped employees full state minimum wage before tips Alaska $14.00 California $16.90 Guam $9.25 Minnesota $11.41 Montana: Business with gross annual sales over $110,000 $10.85 Business not covered by the Fair Labor Standards Act with gross annual sales of $110,000 or less $4.00 Nevada $12.00 Oregon The Oregon minimum wage varies by region. $15.55 (standard statewide); $16.80 (Portland metro); $14.55 (nonurban counties) Washington $17.13”https://www.dol.gov/agencies/whd/state/minimum-wage/tipped · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  49. EO 13706; 29 CFR 13.5(a)(1), (b)(1). “(1) A contractor shall permit an employee to accrue not less than 1 hour of paid sick leave for every 30 hours worked on or in connection with a covered contract. […] (1) A contractor may limit the amount of paid sick leave an employee is permitted to accrue to not less than 56 hours in each accrual year.”https://www.ecfr.gov/current/title-29/part-13/section-13.5 · Federal regulation (Code of Federal Regulations), as published on eCFR · Verified on November 12, 2026
  50. DOL WHD, Family and Medical Leave Act. “The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for qualifying family and medical reasons and requires continuation of their group health benefits under the same terms and conditions as if the employee had not taken leave.”https://www.dol.gov/agencies/whd/fmla · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  51. 29 U.S.C. § 2612(a)(1). “an eligible employee shall be entitled to a total of 12 workweeks of leave during any 12-month period for one or more of the following:”https://www.govinfo.gov/content/pkg/USCODE-2024-title29/html/USCODE-2024-title29-chap28-subchapI-sec2612.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  52. 29 U.S.C. § 2612(a)(3). “an eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember shall be entitled to a total of 26 workweeks of leave during a 12-month period to care for the servicemember. The leave described in this paragraph shall only be available during a single 12-month period.”https://www.govinfo.gov/content/pkg/USCODE-2024-title29/html/USCODE-2024-title29-chap28-subchapI-sec2612.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  53. DOL WHD, Family and Medical Leave Act (Covered Employers). “The FMLA applies to covered employers, which include: Private-sector employers who employ 50 or more employees in 20 or more workweeks in either the current calendar year or the previous calendar year, Public agencies (including federal, state, and local government employers), regardless of the number of employees, and Local educational agencies (including public school boards, public elementary and secondary schools, and private elementary and secondary schools), regardless of the number of employees.”https://www.dol.gov/agencies/whd/fmla · Guidance published by the agency that enforces the rule · Verified on November 12, 2026
  54. 29 U.S.C. § 2611(4)(A)(i). “(i) means any person engaged in commerce or in any industry or activity affecting commerce who employs 50 or more employees for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year;”https://www.govinfo.gov/content/pkg/USCODE-2024-title29/html/USCODE-2024-title29-chap28-subchapI-sec2611.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  55. 41 U.S.C. § 6702(a). “(a) In General.—Except as provided in subsection (b), this chapter applies to any contract or bid specification for a contract, whether negotiated or advertised, that— (1) is made by the Federal Government or the District of Columbia; (2) involves an amount exceeding $2,500; and (3) has as its principal purpose the furnishing of services in the United States through the use of service employees.”https://www.govinfo.gov/content/pkg/USCODE-2024-title41/html/USCODE-2024-title41-subtitleII-chap67-sec6702.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  56. 41 U.S.C. § 6703(1)-(2). “A contract, and bid specification for a contract, to which this chapter applies under section 6702 of this title shall contain the following terms: […] (1) Minimum wage.—The contract and bid specification shall contain a provision specifying the minimum wage to be paid to each class of service employee engaged in the performance of the contract or any subcontract, as determined by the Secretary or the Secretary's authorized representative, in accordance with prevailing rates in the locality, or, where a collective-bargaining agreement covers the service employees, in accordance with the rates provided for in the agreement, including prospective wage increases provided for in the agreement as a result of arm's length negotiations. In any case the minimum wage may not be less than the minimum wage specified in section 6704 of this title. […] (2) Fringe benefits.—The contract and bid specification shall contain a provision specifying the fringe benefits to be provided to each class of service employee engaged in the performance of the contract or any subcontract, as determined by the Secretary or the Secretary's authorized representative to be prevailing in the locality, or, where a collective-bargaining agreement covers the service employees, to be provided for under the agreement, including prospective fringe benefit increases provided for in the agreement as a result of arm's-length negotiations.”https://www.govinfo.gov/content/pkg/USCODE-2024-title41/html/USCODE-2024-title41-subtitleII-chap67-sec6703.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  57. 29 CFR 4.130(a)(23). “(a) The types of contracts, the principal purpose of which is to furnish services through the use of service employees, are too numerous and varied to permit an exhaustive listing. The following list is illustrative, however, of the types of services called for by such contracts that have been found to come within the coverage of the Act. […] (23) Guard and watchman security service.”https://www.ecfr.gov/current/title-29/part-4/section-4.130 · Federal regulation (Code of Federal Regulations), as published on eCFR · Verified on November 12, 2026
  58. 40 U.S.C. § 3701(b)(2)(A), (b)(3)(A)(iii). “(2) Laborers and mechanics.—This chapter applies to all laborers and mechanics employed by a contractor or subcontractor in the performance of any part of the work under the contract— (A) including watchmen, guards, and workers performing services in connection with dredging or rock excavation in any river or harbor of the United States, a territory, or the District of Columbia; but (B) not including an employee employed as a seaman. […] (3) Exceptions.— (A) This chapter.—This chapter does not apply to— […] (iii) a contract in an amount that is not greater than $100,000.”https://www.govinfo.gov/content/pkg/USCODE-2024-title40/html/USCODE-2024-title40-subtitleII-partA-chap37-sec3701.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  59. 40 U.S.C. § 3702(a). “(a) Standard Workweek.—The wages of every laborer and mechanic employed by any contractor or subcontractor in the performance of work on a contract described in section 3701 of this title shall be computed on the basis of a standard workweek of 40 hours. Work in excess of the standard workweek is permitted subject to this section. For each workweek in which the laborer or mechanic is so employed, wages include compensation, at a rate not less than one and one-half times the basic rate of pay, for all hours worked in excess of 40 hours in the workweek.”https://www.govinfo.gov/content/pkg/USCODE-2024-title40/html/USCODE-2024-title40-subtitleII-partA-chap37-sec3702.htm · Statute text, from the official publication of the code · Verified on November 12, 2026
  60. 29 CFR 4.181(b)(1). “(1) The Contract Work Hours and Safety Standards Act (40 U.S.C. 327-332) applies generally to Government contracts, including service contracts in excess of $100,000, which may require or involve the employment of laborers and mechanics. Guards, watchmen, and many other classes of service employees are laborers or mechanics within the meaning of such Act. […] The wages of every laborer and mechanic for performance of work on such contracts must include compensation at a rate not less than 1 1/2 times the employees' basic rate of pay for all hours worked in any workweek in excess of 40.”https://www.ecfr.gov/current/title-29/part-4/section-4.181 · Federal regulation (Code of Federal Regulations), as published on eCFR · Verified on November 12, 2026
  61. FAR 22.305 (Contract Work Hours and Safety Standards clause). “However, do not include the clause in solicitations and contracts- (a) Valued at or below $200,000; (b) For commercial products and commercial services;”https://www.acquisition.gov/far/22.305 · Regulation text, from the official publication of the rules · Verified on November 12, 2026
  62. EO 13658; FR Doc. 2026-02466 (Feb. 9, 2026). “DATES: These new Executive Order 13658 rates shall take effect on May 11, 2026. […] Accordingly, the new Executive Order 13658 minimum wage rate that must generally be paid to workers performing on or in connection with covered contracts beginning May 11, 2026, is $13.65 per hour. […] the new minimum hourly cash wage for tipped workers performing on or in connection with covered contracts beginning May 11, 2026, is therefore $9.55 per hour.”https://www.govinfo.gov/content/pkg/FR-2026-02-09/html/2026-02466.htm · Federal Register notice · Verified on November 12, 2026
  63. EO 13658; 91 FR 64403 (Oct. 8, 2026), FR Doc. 2026-20646. “Beginning on January 6, 2027, the Executive Order 13658 minimum wage rate that generally must be paid to workers performing work on or in connection with contracts covered by Executive Order 13658 will increase to $14.05 per hour, while the required minimum cash wage that generally must be paid to tipped employees performing work on or in connection with covered contracts will increase to $9.85 per hour. […] DATES: These new Executive Order 13658 rates shall take effect on January 6, 2027.”https://www.govinfo.gov/content/pkg/FR-2026-10-08/html/2026-20646.htm · Federal Register notice · Verified on November 12, 2026
  64. EO 13658; EO 14236 § 2(d); FR Doc. 2026-20646. “The rates announced in this notice apply to certain types of federal contracts entered into between January 1, 2015, and January 29, 2022, that were not renewed or extended (pursuant to an exercised option or otherwise) on or after January 30, 2022. […] On March 14, 2025, President Trump revoked Executive Order 14026 in section 2(d) of Executive Order 14236, ``Additional Rescissions of Harmful Executive Orders and Actions.'' 90 FR 13037. […] As a result, at this time Executive Order 13658 remains in effect and generally applies to contracts subject to the Davis-Bacon Act (DBA), 40 U.S.C. 3141 et seq., and the Service Contract Act (SCA), 41 U.S.C. 6701 et seq., awarded between January 1, 2015, and January 29, 2022, and not renewed or extended on or after January 30, 2022.”https://www.govinfo.gov/content/pkg/FR-2026-10-08/html/2026-20646.htm · Federal Register notice · Verified on November 12, 2026
  65. 29 CFR 516.2(a)(7). “(a) Items required. Every employer shall maintain and preserve payroll or other records containing the following information and data with respect to each employee to whom section 6 or both sections 6 and 7(a) of the Act apply: […] (7) Hours worked each workday and total hours worked each workweek (for purposes of this section, a “workday” is any fixed period of 24 consecutive hours and a “workweek” is any fixed and regularly recurring period of 7 consecutive workdays),”https://www.ecfr.gov/current/title-29/part-516/section-516.2 · Federal regulation (Code of Federal Regulations), as published on eCFR · Verified on November 12, 2026

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