What is required for an employer to establish “good faith” under the FLSA?

What is required for an employer to establish “good faith” under the FLSA?

• A. History of compliance with no violations
• B. Reliance on legal counsel's advice
• C. Written interpretations from authoritative sources
• D. Employee training on FLSA compliance

Answer: (C)

For an employer to establish "good faith" under the Fair Labor Standards Act (FLSA), the reliance on written interpretations from authoritative sources is key. This is significant because the FLSA is a complex set of regulations, and employers are often required to interpret these laws correctly to ensure compliance. Written guidance from recognized sources, such as the Department of Labor or relevant legal interpreters, provides a framework that employers can follow to demonstrate that they have made a reasonable effort to comply with the law. Using written interpretations helps protect employers by showing that they have actively sought accurate information and guidance. This can serve as evidence of good faith if disputes arise regarding wage and hour issues or compliance with other FLSA provisions. It underscores the importance of not just adhering to the law but making a proactive effort to understand and implement its requirements based on trusted information.

For an employer to establish "good faith" under the Fair Labor Standards Act (FLSA), the reliance on written interpretations from authoritative sources is key. This is significant because the FLSA is a complex set of regulations, and employers are often required to interpret these laws correctly to ensure compliance. Written guidance from recognized sources, such as the Department of Labor or relevant legal interpreters, provides a framework that employers can follow to demonstrate that they have made a reasonable effort to comply with the law.

Using written interpretations helps protect employers by showing that they have actively sought accurate information and guidance. This can serve as evidence of good faith if disputes arise regarding wage and hour issues or compliance with other FLSA provisions. It underscores the importance of not just adhering to the law but making a proactive effort to understand and implement its requirements based on trusted information.