Field Operations Handbook — Chapter 30

Chapter 30
RECORDS, MINIMUM WAGE, AND PAYMENT OF WAGES
Source: FOH Modernization revision 728, published 11/17/2016. Substantive revisions made
after 11/17/2016 are noted at the end of affected provisions below. Historical information on
revisions published prior to 11/17/2016 can be found here:
https://www.dol.gov/agencies/whd/field-operations-handbook

Table of Contents
30a RECORDS
30a00 Statutory basis.
30a01 Microfilms and data processing tapes.
30a02 Recording working time.
30a03 Long-punching of hours.
30a04 Boosted hours.
30a05 Items available by extension, re-computation, or transcription.
30a06 Posting requirements.
30a07 Photographically reproduced posters.
30a08 Modification of FLSA poster.
30a09 Joint employers of an employee.
30b MINIMUM WAGE
30b00 FLSA minimum wage.
30b01 Monthly salary equivalents.
30b02 Minimum rate of pay for non-overtime weeks.
30b03 Regular rate of pay for overtime weeks.
30b04 Time of payment.
30b05 Employee compensated on a commission basis.
30b06 Payment of minimum wage to seamen on American vessels.
30b07 Crediting a bonus or other payments to a minimum wage deficiency.
30b08 Certain subsistence allowances not to be considered wages.
30b09 (Reserved.)
30b10 State or territorial minimum wage higher than federal minimum wage.
30b11 PCA minimum wage.
30b12 Annual salary earned in shorter period: minimum wage.
30b13 Minimum wage rate applicable to public agency employees.
30b14 Minimum rates due domestic service employees.
30b15 Minimum wage under section 7(k): work period.
30c PAYMENT OF WAGES
30c00 Method of payment.
30c01 Facilities furnished under section 3(m).
30c02 Customarily furnished.
30c03 Primarily for the benefit of the employee.
30c04 Primarily for the benefit of the employer.

30c05 Reasonable cost of facilities.
30c06 Examples of determining reasonable cost.
30c07 Fair value of facilities.
30c08 Formal determinations of reasonable cost and fair value of facilities.
30c09 Facilities: voluntary and un-coerced.
30c10 Voluntary assignment of wages, loans, and advances.
30c11 Demonstrators - automobile salespersons.
30c12 Cost of furnishing and maintaining uniforms.
30c13 Deductions from wages of migrant and seasonal agricultural workers.
30c14 Employees’ taxes paid by employer may constitute “wages.”
30c15 Car expenses: employee’s use of personal car on employer’s business.
30c16 Deductions in non-overtime weeks.
30d TIPS, TIP CREDIT, AND TIPPED EMPLOYEES
30d00 Statutory basis.
30d01 What is a “tip”?
30d02 Employers may not keep tips.
30d03 Definition of tipped employee.
30d04 Tip credit.
30d05 Retention of tips by employee when an employer takes a tip credit.
30d06 Dual Jobs: Availability of tip credit when employee is engaged in dual jobs.
30d07 Mandatory tip pools, generally.
30d08 Mandatory tip pooling when an employer takes a tip credit.
30d09 Mandatory tip pooling when an employer does not take a tip credit.
30d10 Remedies for a tip pooling violation.
30d11 Tip jar.
30d12 Prompt distribution of tips.
30d13 Tips charged on credit cards.
30d14 Determining the tip credit an employer may claim against its minimum wage
obligations.
30d15 FLSA 3(m)(2)(A) tip credit in overtime hours.
30d16 Tip credits in subminimum wage situations.
30d17 Service charges.
30d18 IRS tip allocation rules.
30e FLSA SECTION 6(e)(1): CONTRACT SERVICES OTHER THAN LINEN SUPPLY
30e00 General provisions: section 6(e)(1), contract services (other-than-linen supply
services).
30e01 Application of section 6(e)(1): establishment basis.
30e02 Application of section 6(e)(1): workweek basis.
30e03 Application of section 6(e)(1): contract services.
30e04 Overtime and section 6(e)(1).
30f FLSA SECTION 6(e)(2): GOVERNMENT CONTRACT LINEN SUPPLY SERVICES
30f00 General provision: section 6(e)(2), government contract linen services.
30f01 Linen supply services.
30f02 Application of section 6(e)(2): establishment basis.
30f03 Application of section 6(e)(2): workweek basis.

30f04 Application of section 6(e)(2): linen supply services.
30f05 Overtime and section 6(e)(2).
30a RECORDS
30a00 Statutory basis.
Certain of the laws enforced by the Wage and Hour Division (WHD) provide for
recordkeeping regulations. Section 11(c) of the Fair Labor Standards Act (FLSA) requires
the Solicitor of Labor (SOL) to issue regulations (i.e., 29 CFR 516) prescribing
recordkeeping requirements.
30a01 Microfilms and data processing tapes.
(a) The preservation of microfilms for the periods required by 29 CFR 516 will satisfy the
requirements relating to preservation of records, provided that adequate projection or other
viewing equipment is available for inspecting the microfilms, and provided the employer is
prepared to make any extensions, re-computations, or transcriptions which may be requested
regarding the information contained on the microfilms. The employer should insure that the
microfilms are clear reproductions of the original records, are identifiable as to dates or pay
periods, and are chronologically arranged before the original records are destroyed.
(b) Situations may be encountered where the original basic source document on which time
records are maintained is an automatic word or data processing memory. The preservation of
this data base for the periods required will satisfy 29 CFR 516, provided the employer is able
to convert the data, or any part of it, into a form which is suitable for inspection.
30a02 Recording working time.
(a) In recording working time, insubstantial, or insignificant periods of time outside the
scheduled working hours may be disregarded. The courts have held that such trifles are de
minimis. This rule applies only where a few seconds or minutes of work are involved and
where the failure to count such time is due to considerations justified by industrial realities.
An employer may not arbitrarily fail to pay for any part, however small, of the employee’s
fixed or regular working time.
(b) It has been found that in some industries, particularly where time clocks are used, there has
been the practice of recording the employee’s starting and stopping time to the nearest 5
minutes, or to the nearest
1
⁄
10
or
1
⁄
4
of an hour. For enforcement purposes, this practice of
computing working time will be accepted, provided that it is used in such a manner that it
will not result, over a period of time, in the failure to compensate the employees properly for
all hours they have actually worked.
(c) If a record is kept with respect to each employee employed on a weekly or monthly basis in
an establishment or department thereof operating on a fixed schedule, indicating the exact
schedule of hours per day and hours per week which that employee is normally expected to
work, and if the payroll (or other) records maintained by the employer indicate for each
worker or for each group of workers that such scheduled hours were, in fact, adhered to, this
will be considered compliance with 29 CFR 516. When fewer or more hours than those fixed
by the schedule are worked, the employer must supplement this record by showing the exact
number of hours worked on the day and week involved.

(d) The records must also contain a statement made each pay period that, except where otherwise
recorded, the employees worked neither more nor less than the scheduled hours. This policy
is applicable only where hours of work are actually fixed and it is unusual for the
employee(s) to work either more or less than the scheduled hours.
30a03 Long-punching of hours.
(a) Where time records show elapsed time greater than the hours actually worked because of
reasons such as employees choosing to enter their work places before actual starting time or
to remain after their actual quitting time, the Wage and Hour Investigator (WHI) shall
determine whether any time is actually worked in these intervals. If an employee came in
early for personal convenience and did no work prior to the scheduled beginning time, a
recording of the fact that the employee worked, for example, 8 hours that day is all that is
required.
(b) The WHI may suggest to the employer, but not require, that the punch-time be kept as close
to the work-time as possible to avoid any question that work was performed during such
intervals.
30a04 Boosted hours.
(a) WHIs may find in the payroll records a single figure (either daily or weekly) which represents
the total hours actually worked plus
1
⁄
2
of the overtime hours, in lieu of separate entries for
straight-time and overtime hours of work. This is particularly so where machine posting
methods are used. For example, if an employee works 50 hours in the workweek and is
entitled to overtime pay after 40 hours, the boosted hour posting will be 55 hours. The
recordkeeping requirements are met in the case of hourly rate employees by an entry showing
boosted hours, provided the payroll or other records contain sufficient information so that it is
possible, with a reasonable amount of re-computation, to ascertain weekly straight-time
earnings and weekly compensation for overtime. Such information includes:
(1) actual hours worked,
(2) regular hourly rate of pay,
(3) additions to or deductions from wages, and
(4) total wages paid.
30a05 Items available by extension, re-computation, or transcription.
(a) No recordkeeping violation shall be charged where the employer is maintaining records in
such detail as to be able to ascertain the information in the required individual items in the
various sections of the regulation either upon direct review or through extension, re-
computation, or transcription, and the employer is preserving the data for the periods
specified. The use of symbols (such as checkmarks to indicate a regular day’s work) in lieu
of showing the hours worked as numerals is acceptable, provided there is a key to the
symbols which will permit a determination of the time actually recorded as hours worked.
(b) The WHI may require an employer to make extensions, re-computations, or transcriptions of
records as provided in 29 CFR 516.8 if determination of the employer’s compliance status

through direct review of the records is impracticable. Great care must be exercised to avoid
making unreasonable demands under the regulations.
30a06 Postings requirements.
The recordkeeping regulations under FLSA, Migrant and Seasonal Worker Protection Act
(MSPA), and the government contracts programs require the posting of a poster at the
establishment or jobsite which summarizes the laws’ basic requirements. If such a poster is
not in place, the WHI shall charge a recordkeeping violation and instruct the employer to
correct the situation.
30a07 Photographically reproduced posters.
(a) A regional administrator (RA) may approve a request from an employer to post posters
photographically reproduced in a reasonable and moderate size, provided there is no attempt
to evade the posting requirements and the reproductions are of such size and so placed as to
be read easily by the employees.
(b) If there is doubt as to whether a particular photographic reproduction of a particular poster
meets the foregoing requirements, the RA shall submit the reproduction to the National
Office (NO) for advice.
30a08 Modification of FLSA poster.
Any employer of employees to whom section 7 of the FLSA does not apply because of a total
establishment exemption from that section may alter or modify the FLSA poster so as to
show that the overtime provisions do not apply to employees in the establishment. This may
be done by appending a note to that effect or by superimposing such a notation by a stamp or
other means across that part of the poster which pertains to the statutory overtime
requirements. For example, in the case of railroad employees, the notation may be worded as
follows:

“OVERTIME PROVISION NOT APPLICABLE TO RAILROAD EMPLOYEES” (section
13(b)(2)).”
30a09 Joint employers of an employee.
In cases where two or more employers are joint employers of an employee, the employer who
actually pays the employee the monies intended as compensation for hours of employment is
considered responsible for the keeping of records required by the regulation, and is treated as
the one who has the primary duty of compliance as to such hours of employment. Where
each employer makes direct payment to the employee, the employer being investigated may
be deemed to be the one having the primary duty of compliance.
30b MINIMUM WAGE
30b00 FLSA minimum wage.
(a) The FLSA minimum wage rate is $3.35 per hour, effective 01/01/1981.
30b01 Monthly salary equivalents.

(a) Since the number of regularly scheduled work hours may be greater in long months than in
short months, the strict allocation of a regular monthly salary to the hours worked within each
month may result in a technical minimum wage violation in the longer months. However, for
enforcement purposes, a regular monthly salary of $580.67 shall be considered as equivalent
to a weekly wage of $134.00 and accepted as compliance with the $3.35 minimum wage
requirement if it is compensation for 40 hours of work or less in the workweek. If the
employer rounds out this amount to not more than $585.00 per month, this will not affect the
regular rate (i.e., $3.35) for overtime purposes.
(b) Where an employee is paid a salary for a period in excess of a workweek (e.g., on a monthly
or semi-monthly basis) and works an alternating schedule of fixed workweeks, and an equal
allocation of the salary would result in payment of less than the minimum wage for the long
workweeks, there will be compliance with the minimum wage provisions of the FLSA
provided:
(1) the salary is sufficient to meet the minimum wage requirements for all hours worked
during the pay period; and
(2) there is an agreement or understanding between the parties that a larger portion of the
salary is to be allocated to the longer workweeks. The employer shall be advised that
the firm’s records should properly reflect the allocation of the salary on a workweek
basis.
30b02 Minimum rate of pay for non-overtime weeks.
In non-overtime workweeks or in workweeks in which the overtime provisions do not apply,
an employee subject to section 6 of the FLSA is considered to be paid in compliance if the
overall earnings for the workweek equal or exceed the amount due at the applicable
minimum wage. This is true regardless of whether the employee is paid on the basis of a
single hourly rate, different hourly rates, commissions, certain bonuses, or some combination
of these methods. In other words, if the employee’s total earnings for the workweek
(including certain bonuses such as a production bonus, see FOH 30b07) divided by
compensable hours equals or exceeds the applicable minimum wage, the employee has been
paid in compliance with section 6. These principles will also apply where an employee is not
compensated for time which is compensable under the FLSA. For example, if an employee
subject to the $3.35 minimum wage during a workweek is paid for 32 hours at $5.50 per hour
and is paid at a lesser rate or nothing at all for 8 or fewer additional hours worked, this
individual is considered to have been paid in compliance with section 6. The WHD position
regarding proper payment in workweeks where overtime is due is set out in FOH 32j02.
30b03 Regular rate of pay for overtime weeks.
(a) The principles in FOH 32j02 shall be followed in determining compensation due employees
in overtime workweeks.
30b04 Time of payment.
Payment of both minimum wage and overtime compensation due an employee must
ordinarily be made at the regular payday for the workweek or, when the pay period covers
more than a single week, at the regular payday for the period in which the particular
workweek ends. However, when it is not possible, prior to preparing the payroll, to ascertain

the number of overtime hours worked by an employee in the last workweek of the pay period,
the requirements of the FLSA/Walsh-Healey Public Contracts Act (PCA)/McNamara-O’Hara
Service Contract Act (SCA)/Contract Work Hours and Safety Standards Act (CWHSSA) will
be satisfied if the employer pays the overtime compensation as soon after the regular payday
as is practicable. Such a payment should not be delayed for a period longer than is
reasonably necessary for the employer to compute and arrange for the payment of the
amounts due, but, in any event, not later than the next payday after such computation can be
made.
30b05 Employee compensated on a commission basis.
(a) Many employers, especially in retail enterprises, compensate certain employees wholly or in
part on a commission basis. The methods of computation and payment involving
commissions vary widely (see 29 CFR 779.413) and the determination of minimum
wage/overtime compliance must be made on the facts of each case. The general principles
(except in circumstances where section 7(i) is applicable) are as follows:
(b) If an employee paid wholly or in part on a commission basis is subject to overtime, the
principles set out in 29 CFR 778.117 -.122 shall be followed.
(c) If an employee paid on a commission basis is exempt from overtime, such as salespersons
referred to in section 13(b)(10) of the FLSA, the following shall be used in determining
whether the employee is paid in compliance with minimum wage requirements:
(1) There is no requirement that wages be paid weekly, as long as some regular pay
period (such as biweekly or monthly) is established by the employer. The only
requirement is that employees receive prompt payment of the minimum wage
covering all hours worked during the pay period.
(2) A settlement period does not have to coincide with the regular pay period. However,
in the absence of strong evidence to the contrary, it must be assumed that an
employer intended that a settlement period for commissions represents the pay period
for the affected employees. Where a pay (settlement) period exceeds 1 month, the
facts should be developed and the issue submitted to the NO (Attn: Assistant
Administrator for Policy) since the bona fides of the pay (settlement) period raise
serious questions as to the validity of the pay arrangement.
(3) Periodic draws against commission earnings within the pay (settlement) period need
not equal the minimum wage. Employers may credit these draw or guarantee
payments against their minimum wage obligation when settling out the amount due
employees at the end of the pay (settlement) period. The following examples
illustrate this principle. Assume a 4-week month and that a commission salesperson
exempt from overtime works 50 hours a week (50 x $3.35 - $167.50):
a. The employer has established payment of a weekly draw against
commissions and a monthly pay (settlement) period. The salesperson draws
$125 a week against earned commissions. By the pay (settlement) date, the
commission salesperson has earned $950 in commissions. The employer
pays the salesperson $450 ($950 - $500 previously paid by weekly draw).
This commission salesperson has been paid in compliance with the monetary

requirements of the FLSA by being paid at least the minimum wage for all
hours of work during the pay (settlement) period.
b. The circumstances are the same as in FOH 30(c)(3)a. above, but the
employer only pays the salesperson $170 at the end of the pay (settlement)
period in order to bring the individual up to the minimum wage and carries
the balance of $280 over, to be paid on the next pay (settlement) period, thus
crediting it toward the minimum wage obligation for that subsequent pay
(settlement) period. This salesperson has also been paid in compliance with
the FLSA. Commissions earned but not paid on the next pay (settlement)
date which are in excess of the amount required to satisfy minimum wage
requirements may be carried forward and applied to the minimum wage on
subsequent pay (settlement) dates.
c. The circumstances are the same as in FOH 30(c)(3)a. above, except that the
salesperson has earned only $500 in commissions and is paid an additional
$170 at the end of the pay (settlement) period to meet the total minimum
wage ($3.35 x 200 - $670) due for the hours worked during that month or
pay period. At the end of the following month, the salesperson has earned
$1,000 in commissions. The employer deducts from this amount the $170
that was paid the previous month to bring the employee up to the minimum
wage. The employer pays the salesperson $670 ($3.35 x 200) and carries the
remaining $160 into the next month. This salesperson has also been paid in
compliance with the FLSA. If the employer pays an additional amount ($170
the first month) to satisfy the minimum wage, this amount may be recovered
from excess commissions earned but not paid in subsequent pay (settlement)
periods. Similarly, commissions earned but not paid in a given pay
(settlement) period which are in excess of the amount required to satisfy
minimum wage requirements may be carried forward and applied to the
minimum wage on subsequent pay (settlement) dates.
d. A salesperson is paid four weekly draws of $150 each for a total of $600 for
the monthly pay (settlement) period. At the end of the month, the
salesperson’s commission earnings total $1,000. The employer deducts the
$600 in draws from this amount and pays the remainder (or excess) of $400
to the salesperson. The following month, the salesperson is paid $600 in
draws and earns no commissions. To meet the minimum wage obligation for
the salesperson, the employer applies $70 from the $400 excess earned and
paid the previous month. This practice is not in compliance with the
requirements of the FLSA. Any part of a commission that is actually paid to
the employee may not be carried forward as a credit into subsequent pay
(settlement) periods.
e. Assume the same 50-hour week and that the employer has definitely
established a weekly pay period and has a monthly settlement period. The
salesperson draws $150 a week against earned commissions. This
salesperson has not been paid in compliance with FLSA since this individual
is not receiving the minimum wage for all hours worked in the pay period
(50 x $3.35 - $167.50).

(Note: in the example in FOH 30(c)(3)e., the pay period is 1 week; in the
example in FOH 30(c)(3)a., the pay period is 1 month.)
30b06 Payment of minimum wage to seamen on American vessels.
(a) Section 6(a)(4) of the FLSA permits an employer to calculate wages for seamen on the basis
of a period longer than a workweek. For example, wages for such employees may be
calculated over a longer period, such as for the entire voyage, on a monthly basis, or, in
appropriate cases, on a yearly basis. In those cases where wages are calculated on other than
a weekly basis, it is the responsibility of the employer to demonstrate that a pay period of
such duration is in accordance with the established custom of the industry. In addition, the
employee must receive wages at not less than a rate which will provide, for the period
covered by the wage payments, wages equal to the minimum wage for all hours during such
period when the employee is on duty. Thus, if a seaman is paid a monthly salary, the total
hours worked in the month, divided into the salary, must yield at least the minimum wage,
regardless of the varying number of hours worked during the weeks in the month. The same
principle would apply if the wages were computed on the basis of an entire voyage or on a
yearly basis.
(b) It is the custom of some employers in the maritime industry to pay by the month or by the
voyage but, for the convenience of the employees, to make two or more partial payments
rather than a single payment covering the period involved. For example, monthly
compensation may be disbursed in two partial payments (semi-monthly), or partial payments
may be made weekly on the basis of 1/52nd of the annual pay derived by multiplying 12
times the monthly salary. Such arrangements do not affect the principles stated in FOH
30b06(a) above.
30b07 Crediting a bonus or other payments to a minimum wage deficiency.
(a) A bonus or other payment which would not be considered a part of the regular rate may not
be offset against the minimum wage due under the FLSA. However, where such payments
would be considered a part of the regular rate, they are included with other wages for
purposes of determining compliance with the minimum wage provisions of the FLSA. See 29
CFR 778.208 -.209.
(b) Situations may be encountered where the wages paid on the regular payday are not sufficient
to satisfy the minimum wage, but the employee at some subsequent date is paid additional
wages (e.g., a production bonus) for those workweeks included in the bonus payment period.
When the additional wages are added to the wages paid on the regular payday, the results are
either that the employee has received not less than the minimum wage for each hour worked
during that week or that the amount of the minimum wage deficiency has been reduced. In
such situations, a monetary violation of the minimum wage provisions exists since payment
of not less than the minimum wage required by the FLSA must be made on the regular
payday for each workweek (see FOH 30b04). However, where the additional wages for a
particular workweek have actually been paid prior to the investigation, and they are sufficient
to bring the employee’s wages up to the minimum wage for each hour worked during that
week, no minimum wage violation shall be reported for that workweek. If such additional
wages paid prior to the investigation are not sufficient to bring the employee’s earnings up to
the minimum wage for each hour worked during that week, the amount of the remaining
minimum wage deficiency shall be computed and reported. The employer shall be advised

that no less than the minimum wage must be paid on each regular payday and the employer’s
assurance of future compliance shall be obtained.
30b08 Certain subsistence allowances not to be considered wages.
(a) Governmental subsistence allowances to veterans for vocational training or to disabled
handicapped veterans, as well as allowances furnished by a state to civilians for
rehabilitation, are not considered wages and may not be used by the employer to offset wages
which the employee is entitled to receive under the law.
(b) No part of a veteran’s basic pension award or other grants made by the U.S. Department of
Veterans Affairs during a veteran’s training period may be considered as wages paid by the
employer.
30b09 (Reserved.)
30b10 State or territorial minimum wage higher than federal minimum wage.
(a) If no overtime has been worked in a workweek, no attempt shall be made to enforce a state or
territorial minimum wage which is in excess of that provided in acts enforced by the WHD.
However, the appropriate authorities shall be notified of the underpayment.
(b) Should overtime have been worked, the regular rate of pay cannot be lower than the
applicable state, territorial, or federal minimum, whichever is higher. See FOH 32j01.
30b11 PCA minimum wage.
All covered employees performing work on a contract which is subject to PCA must be paid
the minimum wage of at least $3.35 per hour for all hours spent in such contract work. See
41 CFR 50-202.2.
30b12 Annual salary earned in shorter period: minimum wage.
Certain employment, such as that in schools, does not normally constitute 12 months of
actual work each year. For the convenience of the employee, the annual salary earned during
the duty months is often paid in equal monthly installments throughout the entire year. In
determining whether the statutory minimum wage has been paid in such cases, the annual
salary is considered in relation to the duty months rather than in relation to the entire year.
Thus, for example, a school bus driver may receive an annual salary of $6,000 for 10 months’
duty but be paid 12 equal monthly installments of $500 each. In such case, the employee is
considered as being paid at the salary rate of $600 per month or $138.46 per week.
Compliance with the statutory minimum wage is determined in the usual manner based on
this weekly salary. See FOH 22b11 and FOH 32b08.
30b13 Minimum wage rate applicable to public agency employees.
Individuals employed by a public agency are subject to the FLSA minimum wage standard,
including federal non-appropriated fund employees who are subject to section 6(a)(l)
pursuant to section 18 of the FLSA. The WHD has no authority under the FLSA for the
enforcement of the provisions of section 18; such matters are within the authority of the

Office of Personnel Management. 5 USC 5341 requires the section 6(a)(1) rate for prevailing
rate system (so called “blue collar” or Wage Board) federal employees.
30b14 Minimum rates due domestic service employees.
(a) Domestic service employees are within FLSA coverage by virtue of section 6(f).
(b) Under section 6(f)(1), an employee must receive cash wages of at least $50 in a calendar
quarter from a single employer; for purposes of this test only, cash wages received from a
single employer are counted.
(c) Pursuant to section 3(m) and 29 CFR 531, the reasonable cost to an employer of board,
lodging, or other facilities customarily furnished to employees is considered part of wages for
purposes of the FLSA.
(d) Employers are responsible for determining whether persons they employ in domestic service
are covered under the FLSA, that is, whether they work more than 8 hours per week in the
aggregate for 1 or more employers, or whether they have sufficient earnings to qualify. This
may require asking the employee about domestic service with other employers.
30b15 Minimum wage under section 7(k): work period.
The work period chosen pursuant to section 7(k) (see 29 CFR 553.230), rather than the
workweek, is to be treated as the unit for minimum wage purposes. The employee’s total
compensation for the work period is divided by the total number of hours worked in the work
period to determine compliance with the minimum wage provisions of the FLSA,
notwithstanding that in particular days or weeks within the work period the employee’s
earnings do not yield the minimum wage for such shorter periods.
30c PAYMENT OF WAGES
30c00 Method of payment.
(a) Wages may take the form of cash or facilities as defined in 29 CFR 531. An employer who
claims furnished facilities (i.e., meals, lodging, or other) as wages must maintain the records
required in 29 CFR 516.27.
(b) The payment of wages through direct deposit into an employee’s bank account is an
acceptable method of payment, provided employees have the option of receiving payment by
cash or check directly from the employer. As an alternative, the employer may make
arrangements for employees to cash a check drawn against the employer’s payroll deposit
account, if it is at a place convenient to their employment and without charge to them.
30c01 Facilities furnished under section 3(m).
(a) Section 3(m) of the FLSA permits an employer, under conditions specified in 29 CFR 531, to
count toward its minimum wage obligation, the reasonable cost of furnishing board, lodging,
or other facilities which are customarily furnished to employees. Section 3(m) also
authorizes the Secretary of Labor to determine the fair value of the board, lodging, or other
facilities based upon average cost to the employer or to groups of employers similarly
situated, or on the average value to groups of employees. Where reasonable cost under

section 3(m) has been established by an employer and appears to be excessive in relation to
the facilities furnished, it will be necessary to ascertain whether the fair value of the facilities
in question is lower than the reasonable cost. If so, the employer must use the fair value
rather than the reasonable cost in determining its wage obligation. In no case will the fair
value be utilized where it is greater than the reasonable cost.
(b) The cost of board, lodging, or other facilities shall not be included as wages to the extent
excluded therefrom under the terms of a bona fide collective bargaining agreement applicable
to the particular employee. In most cases, a determination whether such an exclusion exists
will be based upon the written provisions of the collective bargaining agreement.
(c) Employees must receive the benefit of the facility for which the employer is taking a wage
credit. Moreover, the reasonable cost to the employer of furnishing board, lodging, or other
facilities (or the fair value thereof) must be included in the employee’s regular rate of pay for
the purpose of computing overtime pay.
30c02 Customarily furnished.
(a) The reasonable cost of board, lodging, or other facilities may be considered as part of the
wage paid an employee only where customarily furnished to the employee. This requirement
is satisfied if either the facilities are furnished regularly by the employer to its employees or if
the same or similar facilities are customarily furnished by other employers engaged in the
same or similar trade, business, or occupation in the same or similar communities. However,
customarily furnished does not require establishing an industry-wide practice with regard to
charges being made for facilities furnished to employees.
(b) Facilities furnished in violation of any federal, state, or local law, ordinance, or prohibition
will not be considered facilities customarily furnished (e.g., housing that has been denied an
occupancy permit, or which, after inspection, results in MSPA civil money penalties
(CMPs)). Any question as to whether facilities are furnished in violation of any law should
be referred to the Assistant Administrator for Policy for resolution. Any such referral should
include a detailed discussion of the facts and a copy of the applicable law.
30c03 Primarily for the benefit of the employee.
(a) The crediting by an employer of facilities furnished to employees as wages will depend on
whether such facilities are furnished primarily for the benefit or convenience of the
employee, as determined by the WHD. Where the primary benefit of such facilities is to the
employer’s business interest, credit will be denied. The following are commonly viewed as
furnished primarily for the benefit or convenience of employees:
(1) Meals
Meals furnished by the employer are regarded as primarily for the benefit and
convenience of the employees. This rule does not apply, however, to the meal
expenses incurred by an employee while traveling away from home on the
employer’s business. See 29 CFR 778.217(b)(3).
(2) Lodging

Lodging, like meals, is ordinarily considered for the benefit and convenience of the
employee. Circumstances may exist, however, where housing is of little benefit to
employees, as where an employer requires an employee to live on the employer’s
premises to meet some need of the employer, or where the employee must travel
away from home to further the employer’s business. In such circumstances, the
housing will be considered as primarily benefiting the employer. (Note: while it may
be to the employer’s advantage to provide such facilities at or near the worksite,
courts have consistently taken the view that the employer may take a wage credit
when the facilities are primarily for the benefit or convenience of the employee.)
(3) Transportation
f. Transportation furnished employees between their homes and work (i.e.,
normal, daily home-to-work travel) where the travel time does not constitute
hours worked is generally an “other facility.” However, transportation which
is an incident of or necessary to the employment is not an “other facility.”
See FOH 30c13 regarding transportation of migrant and seasonal agricultural
workers.
g. Transportation furnished for normal home to work travel from a voluntary
assembly point to a job site and vice versa where the time does not constitute
hours of work and the transportation is primarily for the benefit of the
employees is an “other facility.” In contrast, travel to distant or remote job
sites is normally for the employer’s benefit and does not qualify as an “other
facility.”
h. Cars furnished by an employer to employees primarily for the personal
transportation use of the employees and not primarily for company business
are facilities for which a wage credit may be claimed by the employer. See
FOH 30c11 regarding demonstrators used by automobile salespersons.
(4) Merchandise
Goods or merchandise, such as clothing and appliances, may be considered “other
facilities” under section 3(m) and 29 CFR 531. Only the actual cost to the employer
(not necessarily the retail cost) may be taken as a wage credit.
(5) Tuition expenses
Tuition furnished to an employee for courses or training for the individual’s own
personal benefit is a bona fide facility for which a wage credit may be taken, unless
the training is related to employment or is required to retain employment.
(6) Child care
Child care facilities which are furnished by an employer are bona fide facilities for
which a wage credit may be taken.
30c04 Primarily for the benefit of the employer.

(a) The following are examples of items not considered bona fide other facilities under section
3(m) and 29 CFR 531, because they are provided primarily for the benefit or convenience of
the employer:
(1) Electric power used for commercial production in the interest of the employer.
(2) Telephones used for business purposes.
(3) Taxes and insurance on the employer’s building which is not used as lodging
furnished to the employees.
(4) Medical services and hospitalization which the employer is obligated to furnish under
workers’ compensation laws or similar federal, state or local laws.
(5) Rental of uniforms where the wearing of a uniform is required by law, the employer,
or by the nature of the work.
(6) Business-related travel expenses. See 29 CFR 778.217.
(7) Necessary tools or uniforms used in the employee’s work.
30c05 Reasonable cost of facilities.
(a) Reasonable cost cannot exceed the actual cost to the employer. In deciding whether wage
credits for facilities are in amounts permissible under section 3(m) and 29 CFR 531,
experience and judgment must be used by WHIs and district directors. It should be kept in
mind that the test in 29 CFR 531.3 is reasonable cost rather than market value or comparable
prices. Reasonable cost does not include a profit to the employer. The cost of furnishing
lodging and/or other facilities must be established based upon available records. The
employer has the burden of establishing such cost and must maintain adequate records to
support a determination, as required by 29 CFR 516.27. Bills, purchase orders, and cash
register tapes may be appropriate for such purpose. A comparison of wage credits for
comparable facilities furnished by other employers in the area may also provide guidance.
(b) The method used by an employer for determining reasonable cost must be based on good
accounting practices. Good accounting practices do not include accounting practices which
are not accepted by the Internal Revenue Service (IRS).
(c) Furthermore, an employer may not take a credit where no cost is incurred. For example,
when a meal is made available to an employee, but is not consumed, and subsequently is
retained in the employer’s inventory for service to customers, no credit may be taken.
30c06 Examples of determining reasonable cost.
(a) Meals: food service establishments
(1) The reasonable cost of meals furnished by a food service establishment to its
employees includes only the actual cost to the employer of the food, its preparation,
and related supplies. Salary or wage costs, as distinguished from material or supply
costs, may be claimed only to the extent that such salary or wage costs are shown to
be directly attributable to the cost of providing meals to employees. If food

preparation/serving employees of a food service establishment would be paid the
same rate of pay even if meals were not provided to the employees of the
establishment, their wage costs cannot be included in determining reasonable cost.
Conversely, if it were necessary to hire extra personnel or pay higher wages to
existing employees in order for them to assist in furnishing meals to employees, such
extra expense would be a legitimate cost which could be included in determining the
reasonable cost of meals.
(2) Costs which a food service employer incurs regardless of whether the employees
were furnished meals may not be included in determining the reasonable cost. In a
food service establishment, items such as employee insurance, payroll taxes, menus,
decorations, other operating supplies, laundry, telephone, maintenance services,
advertising and promotion, building and equipment rental, licenses and taxes,
insurance and depreciation, franchise cost, and general administrative costs are a part
of the overall cost of the operation of the employer’s business establishment which
may not be charged to the reasonable cost of employees’ meals.
(b) Meals: non-food service establishments
Determination of the reasonable cost of meals furnished to employees of an establishment
which is not a food service establishment involves different criteria for expenses for which an
employer may take credit. For example, where meals are provided to employees of a non-
food service establishment by a catering service and there are no special facilities wherein
meals are consumed, the actual cost of the catering service, assuming no rebate to the
employer, would be the reasonable cost. In more complex situations where dining areas are
provided, the factors discussed in FOH 30c06(a) above must be considered in making a
determination of the reasonable cost of meals furnished to employees of a non-food service
establishment.
(c) Lodging
Employers taking credit for housing as part of wages must show that the amounts charged are
not more than the actual cost to the employer. See 29 CFR 531.3(a). However, if the actual
cost of providing lodging is more than its established rental value, the rental value shall be
deemed to be the reasonable cost of lodging. See FOH 30c07. The actual cost to the
employer generally involves the following factors:
(1) Adequate depreciation
29 CFR 531.3(c) allows an employer to include adequate depreciation as an element
of cost. Depreciation is a concept primarily used in and extensively regulated under
the tax laws. Depreciation is applicable to certain capital goods (e.g., buildings,
vehicles, machines, etc.). It is never applicable to land. For purposes of 29 CFR 531,
“adequate depreciation” is not more than the amount of depreciation actually claimed
and allowed under the tax laws for the property in question for the period in question.
It should be noted that the amount of depreciation allowable on any property may
vary from year to year. If the employer declines to provide tax returns or similar
evidence as to the claim and allowance of depreciation under the tax laws, no
allowance will be made under 29 CFR 531.3(c).

a. For tax purposes, depreciation might be claimed under several line items for
property involved in the furnishing of a facility. For example, an employer
furnishing lodging might properly claim the depreciation of the building at
one place; the depreciation of the beds at another; and the depreciation of
linens at another. The addition of several such items of depreciation could be
appropriate. Similarly, an employer might claim, in a single line item,
depreciation on a greater piece of property than is involved in furnishing the
facility in question. For example, the owner of a 20 unit motel who furnishes
one unit for the lodging of an employee might claim depreciation on the
entire motel building as a single line item. Under these circumstances, pro
rata allocation of the claimed depreciation would be required. In the
example, assuming no complications (e.g., no part of building used for other
proposes; all units equal size, etc.), the allowable depreciation would be
1
⁄
20
=
5 percent of the total depreciation taken.
b. For tax purposes, depreciation is claimed by the year and can be prorated as
appropriate.
(2) Capital invested
The computation of “a reasonable allowance (not more than 5 ½ percent) for interest
on the depreciated amount of capital invested by the employer” (as referred to in 29
CFR 531.3(c)) is made as follows:
Step 1: An amount, V, represents the total depreciable value of the property to the
employer. See FOH 30c06(c)(1) above. This number is not derived from or
necessarily related to fair market value. Ordinarily, this will be the purchase price
plus the cost of capital improvements. It should be noted that no part of the cost of
land is included.
Step 2: Compute the amount, A, by which the depreciable value, V, exceeds the
depreciation already taken (or which might have been taken) as a tax deduction (i.e.,
subtract total allowable depreciation to date from V, the result is A.) This number is
required to be reported on the employer’s tax returns. If the employer declines to
make tax returns available for verification, then A shall be deemed to be 0. If A = 0,
no further computation is required; the allowance for this part is 0.
Step 3: Determine the amount, E, of the employer’s equity in V. This would
ordinarily be the sum of the down payment, portions of mortgage payments applied
toward principal, and the cash contribution toward any capital improvements
included in V.
Step 4: Compute (E divided by V) times (A). Conceptually, this is the portion of the
equity which has not been returned to the employer through depreciation. A
reasonable allowance (i.e., a return on investment of up to 5 ½ percent of this
number) may be included in the employer’s cost.
(d) Cost of operation
(1) Annual costs of operation incurred in furnishing lodging facilities must be considered
in making reasonable cost determinations: these include interest on loans to purchase,

maintain, or improve the lodging facility, taxes, repairs and maintenance, insurance,
and utilities (e.g., electricity, water, sewers, garbage collection, fuel oil, and so forth.)
Repair and maintenance expenses refer to the costs which are not included under
capital improvements. Only the portion of those costs which are directly related to
the lodging facility used by the employee(s) may be taken into account in
determining the actual cost of providing the lodging. As an example, the cost of
property insurance should be prorated in proportion to the space of the lodging
actually used by the employee(s).
(2) When the employer leases a property from another person, the amount of rent paid by
the employer to the other person is considered part of the reasonable cost provided
that the rent charged provides no profit for the employer, directly or indirectly. As an
example, if an employer pays a higher rental charge with the promise of a rebate
from the property owner as an encouragement to lease certain lodging facilities, such
higher rent payment may not be used as a component of the reasonable cost for
leasing the lodging facilities. The allowable reasonable cost amount would be the
rent paid by the employer minus the amount of rebate promised and received by the
employer from the property owner.
(3) When determining the weekly reasonable cost of a lodging facility which may be
claimed as a wage credit, the sum of the annual costs (as determined in FOH
30c06(d)(1) -(2) above) is divided by the number of weeks during which the lodging
facility is used for occupancy. Where the facility is used for other purposes, in
addition to lodging, the annual cost is first prorated among the uses. Once the weekly
reasonable cost amount has been determined, it should be divided by the actual
number of occupants in the lodging facility where each is provided an equal amount
of living area. However, if the living areas within the lodging facility are not equal in
size, the weekly reasonable cost amount should be divided by the square feet of the
dwelling. The wage credit which may be claimed per employee in such cases shall
be based upon the number of square feet occupied by the employee and /or that
individual’s family.
30c07 Fair value of facilities.
In those cases where cost to the employer is not a true measure of the value of the facilities to
the employees, it may be appropriate to apply the fair value provisions of section 3(m). “Fair
value” is not synonymous with “reasonable cost.” The fair value of a facility allowable under
section 3(m) as wages may be utilized in lieu of the actual measure of cost in determining the
wages paid to any employee. Such a determination is authorized for defined classes of
employees and in defined areas based on average cost or average value. To obtain a
determination of fair value, the facts specified in 29 CFR 531.4 and .5 should be obtained and
the issues submitted to the Assistant Administrator for Policy.
30c08 Formal determinations of “reasonable cost” and “fair value” of facilities.
29 CFR 531.4 -.5 set forth the procedures to be followed in making a formal determination of
“reasonable cost” or “fair value” as these terms are used in section 3(m), whether initiated by
the WHD Administrator or any interested person. When such a request is made, the
petitioner should be informed of the procedures and instructed to forward the request and
required information to the WHD Administrator.

30c09 Facilities: voluntary and un-coerced.
(a) An employer may credit against cash wages owed employees the lesser of reasonable cost or
fair value, in accordance with 29 CFR 531 and the principles in FOH 30c01 -08, of facilities
regularly provided to employees.
(b) 29 CFR 531.30 provides that an employee’s acceptance of facilities must be voluntary and
uncoerced. The “voluntary and un-coerced” provision has been rejected in several court of
appeals and district court decisions regarding meals provided to employees. The WHD no
longer enforces the “voluntary” provision with respect to meals. Therefore, where an
employee is required to accept a meal provided by the employer as a condition of
employment, the WHD will take no enforcement action, provided that the employer takes
credit for no more than the actual cost incurred. See FOH 30c05 and 06.
30c10 Voluntary assignment of wages, loans, and advances.
(a) Although sums paid by an employer under voluntary assignment of an employee to a third
party for the benefit of the employee are not bona fide facilities, they may be deducted from
the employee’s wages provided the employer does not directly or indirectly benefit.
Deductions for administrative or bookkeeping expenses incurred by the employer in
connection with such payments, however, are illegal to the extent that they cut into the
minimum wage or overtime pay due under the FLSA.
(b) While loans and cash advances made by an employer are not facilities the principal may be
deducted from the employee’s wages even where such a deduction cuts into the minimum
wage or overtime due under the FLSA. Deductions for interest or administrative costs on the
loan or advance are illegal to the extent that they cut into the minimum wage or overtime pay.
The existence of the loan or advance shall be verified to the extent possible.
(c) In the situation where an employee is granted vacation pay prior to that individual’s
anniversary date, or the established date of entitlement, with the understanding that such pay
constitutes an advance of pay and the employee quits or is terminated before the entitlement
date, the employer may recoup the advanced vacation pay, even where such recoupment cuts
into the minimum wage or overtime pay required under the FLSA.
30c11 Demonstrators: automobile salespersons.
Transportation which the employer provides to an employee is not furnished as a facility for
purposes of section 3(m) if it is an incident of and necessary to the employment or if the
transportation is furnished for travel by the employee which constitutes hours worked
compensable under the FLSA (see 29 CFR 531.32(a) and (c)). Demonstrators which are
provided to automobile salespersons for their personal use as a form of advertising are not
primarily for the benefit of employees and do not constitute wages under the FLSA. This is
true notwithstanding the fact that IRS may require employers to treat as taxable income any
portion of the benefit received by the employee.
30c12 Cost of furnishing and maintaining uniforms.
(a) Where uniforms are required by law, employer, or type of work

If the wearing of clean uniforms is required by law, by the employer, or by the nature of the
work, the financial burden of furnishing or maintaining these clean uniforms may not be
imposed upon the employees if to do so would reduce their wages below the minimum wage
(see 29 CFR 531.3(d)(2), 29 CFR 531.32(c), and 29 CFR 531.35).
(b) Cost of and time spent in maintaining uniforms
(1) Where employee uniforms require ironing, drycleaning, daily washing, commercial
laundering, or other special treatment, because of heavy soiling in work usage or in
order to meet cleanliness or appearance standards set by law, by an employer, or by
the nature of the work, the employees must, absent documentation of the greater or
lesser cost, be reimbursed for uniform maintenance costs which reduce their wages
below the minimum wage in accordance with the amounts set forth in FOH
30c12(b)(3) below.
(2) However, in those instances where uniforms are
a. made of “wash and wear” materials,
b. may be routinely washed and dried with other personal garments, and
c. do not require ironing or any other special treatment such as drycleaning,
daily washing, or commercial laundering,
the WHD will not require that employees be reimbursed for uniform maintenance
costs. This position is not applicable where daily washing is required and the
employer furnishes or reimburses the employee for a single uniform.
(3) For enforcement purposes, the WHD will accept the payment to the employee of
$3.35 per week or 67 cents per day as satisfying this requirement.
(4) Since the uniform cost would presumably be the same for any day, regardless of the
number of hours worked, allocating this cost on an hourly basis should be avoided
except as in FOH 30c12(d)(2) below. However, if an employer pays on a cents-per-
hour basis, no monetary violation will exist if the employees receive the full daily
and/or weekly amounts in each workweek as indicated in FOH 30c12(b)(3) above.
(5) Where this enforcement position is followed, the time spent in washing uniforms will
not be considered hours worked for either minimum wage or overtime pay purposes.
(6) Employers or employees are free to establish actual costs, as indicated in FOH
30c12(d) below.
(c) Employee chooses not to use employer’s free laundry service
Where an employer gives notice to employees that the employer will launder or clean all
uniforms required to be worn by employees, free of any charge, and all or some employees
elect not to avail themselves of such service, the employer will not be required to reimburse
the employees for expenses incurred by them for laundering or cleaning their uniforms on
their own.

(d) Other standards for determination of cost
(1) The enforcement position in FOH 30c12(b)(3) above does not prohibit the
determination of the cost of laundering or maintaining uniforms from being made on
some other basis, so long as the actual cost does not cut into required minimum wage
or overtime compensation. For example, where an employer contracts with a laundry
or rental service and in turn charges the employees or requires the employees to bear
the cost directly, the actual cost may be used if reasonable.
(2) Similarly, where a specific amount has been negotiated under a bona fide collective
bargaining agreement (e.g., 5 c ents for each hour worked), this amount may be used,
if reasonable.
(3) Where the employer does not use the flat daily or weekly basis set forth in FOH
30c12(b)(3) above, it is essential that the WHI determine and document in the case
file the actual cost incurred by the employee.
(4) In preparing a case for settlement or for litigation, the enforcement position in FOH
30c12(b)(3) cannot be relied upon as a basis for action where the employer uses
another basis for reimbursing employees for uniform maintenance expenses.
(e) Cost of purchasing and repurchasing uniforms
(1) When an employee is required to purchase a uniform, the employee must be
reimbursed for the cost of the uniform to the extent that the expense cuts into the
minimum wage or overtime compensation required by the
FLSA/PCA/SCA/CWHSSA.
(2) This reimbursement must be made promptly on the regular payday for the workweek
in which the expense was incurred and may not be spread over the life of the
garment.
(3) Further, employers may not avoid such costs by requiring employees to obtain
uniforms before starting the job. In such a case, the cost of the uniform is, in effect,
an advance of an expense that must be borne by the employer.
(4) On the other hand, where an employee already has a uniform which has been paid for
by the firm, and the employee is paid at least the minimum wage and proper overtime
and there is a clear understanding between the employer and the employee that so
much per hour will be paid in addition to the minimum wage for the sole purpose of
replacing an existing uniform, and, in fact, the amount so paid is sufficient to
purchase replacement uniforms when worn out or no longer serviceable, no violation
would occur.
(f) Definition of “uniforms”
(1) Although there are no hard-and-fast rules in determining whether certain types of
dress are considered uniforms for purposes of section 3(m), the following principles
are applicable:

a. 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.
b. 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,
or quality), such clothing would be considered uniforms.
c. Other examples would include uniforms required to be worn by guards,
cleaning and culinary personnel, and hospital and nursing home personnel.
(g) Employee elects to buy additional uniforms in excess of number required
Where an employer supplies, free of charge, or reimburses the employees for a sufficient
number of uniforms required to be worn, and all or some employees elect to purchase
additional uniforms in excess of the number required, the employer will not be required to
reimburse the employees for costs incurred in purchasing uniforms in excess of the required
number.
(h) For the application of these principles on uniforms under SCA, see FOH 14f01 and 29 CFR
4.168(b).
30c13 Deductions from wages of migrant and seasonal agricultural workers.
(a) The reasonable cost or fair value of facilities furnished a migrant or seasonal agricultural
worker are generally creditable as wages. However, see FOH 30c03. Examples of facilities
for which deductions or credits are generally permissible include:
(1) Meals and beverages actually furnished to the worker.
(2) Off-the-job insurance authorized by the worker.
(3) Canteen articles purchased by the worker, but not cigarettes or alcoholic beverages
sold to the worker, if such sales are determined to be unlawful by appropriate local
law enforcement authorities. Apparent violations of state or local licensing laws
should be referred promptly to the appropriate enforcement authority. See FOH
52a09, FOH 53g03 and FOH 54: WH-124. Prior to disallowing a deduction or wage
credit based upon action by a state or local authority concerning illegal sales, the
matter should be discussed through joint review committee (JRC) procedures.
(4) Lodging used by a worker, including utility costs, unless required to be provided free
of charge pursuant to the employment contract or applicable law. However, no credit
may be taken nor may any charge be made where:
a. workers are required to live on the premises as a condition of employment or
where for other reasons the housing primarily benefits the employer rather
than the employee, or

b. the housing has been denied an occupancy permit because of failure to meet
substantive safety and health standards as determined by an inspection by
any agency, or
c. safety and health violations have been found for which MSPA CMPs are
being assessed or violations of substantive safety and health standards have
been found by Occupational Safety and Health Administration (OSHA), a
state, or county agency. If the violations are corrected, a charge may be
made or a credit taken for such lodging only during the period of compliance.
(b) DOL Employment and Training Administration (ETA) regulations require that workers
placed pursuant to a job service clearance order who are unable to return daily to their
permanent residence must receive housing as a term and condition of their employment.
Such workers (and accompanying family members) must receive housing at no cost or public
housing which meets the federal and state standards (see 20 CFR 653.501(d)(2)(xv)). Where
it appears that a deduction has been made or a wage credit taken in apparent violation of ETA
regulations, the matter should be reviewed through JRC before disallowing the deduction or
wage credit.
(c) An employer who makes deductions from the wages of workers for board, lodging or other
facilities or who furnishes such facilities to workers as additions to wages is required to
maintain records substantiating the cost of such facilities in accordance with 29 CFR 516.27.
(d) In Marshall v. Glassboro Service Association. Inc., the Third Circuit affirmed the district
court’s judgment that money advanced to farm workers for transportation costs from Puerto
Rico to the mainland was primarily for the benefit of the employer and therefore could not be
deducted from the workers’ wages to the extent it reduced the wages below the statutory
minimum. The court similarly upheld the district court’s conclusion that the FLSA prohibits
the employer from taking a wage credit for facilities excluded from wages by the terms of a
labor agreement which is the functional equivalent of a collective-bargaining agreement. The
U.S. Supreme Court denied review. The Court of Appeals also ruled that, regardless of the
manner or method by which the employer sought to pass on to its employees certain
transportation costs, where the effect was to bring the wage rate below the statutory
minimum, such practice was unlawful.
(e) It is the WHD position that no deduction that cuts into the minimum wage may be made for
transportation of migrant workers from the point of hire and return to that point. This is so
since in virtually all situations the transportation is primarily for the benefit of the employer
and transportation costs are an incident of and necessary to the employment of migrant
workers. Where an employer advances money to migrant workers to cover transportation
expenses from the point of hire to a worksite, the employer may not recoup such advances
when to do so results in a worker receiving less than the statutory minimum wage. Such
remains the case even though the transportation costs so recovered are accumulated and
subsequently returned to the worker at some specified time during the season or upon the
worker’s return to the point of hire, after the individual has worked a full season or specified
portion thereof. Further, such transportation costs may not be included as part of an
employer’s cost of furnishing board, lodging, or other facilities.
(f) Farm labor contractors and agricultural associations often provide daily transportation to both
migrant and seasonal farmworkers as an integral part of their business of supplying
agricultural workers to those who use their farm labor contracting services. Agricultural

employers also transport their own workers under similar circumstances. Such daily
transportation is provided to assure that sufficient workers will be available at the required
time and place since the workers being transported are needed to work upon perishable
commodities. Their availability for employment often depends upon being provided
transportation. Where alternative transportation is readily available which the workers are
permitted to use (i.e., personal auto or carpool arrangements) and where they know the
location of the place where they are to work, the reasonable cost to an employer (or fair
value, whichever is less) in providing transportation may be creditable towards wages.
In contrast, where furnishing transportation to workers is primarily for the benefit and
convenience of the employer, and is necessary to and an incident of the employment, it is not
considered a facility within the meaning of section 3(m). See 29 CFR 531.32(a) and 29 CFR
531.32(c). Accordingly, it is the WHD position that:
(1) Where the transportation is an incident of and necessary to the employment, it is for
the benefit of the employer and no deduction may be made for the transportation of
migrant or seasonal farmworkers that cuts into the minimum wage. For example,
transportation of migrant or seasonal farmworkers from the pickup point and return
to that point, or from the temporary labor camp to the fields or for the return trip is
transportation that is an incident of and necessary to the employment.
(2) Where the transportation is not incidental to the employment, it is for the worker’s
benefit and deductions may be made which cut into the minimum wage, provided
that if such transportation is subject to MSPA it must be furnished in vehicles which
meet all substantive federal and state motor vehicle safety and insurance standards.
Transportation which is not incidental to the employment (and thus deductible)
includes:
a. the transportation of migrant workers to conduct personal business, such as
trips from the rural temporary labor camp to a laundry, post office, and
grocery store; and
b. the daily transportation of migrant and seasonal farmworkers, where
alternative transportation is readily available, which the workers have the
option to use, and they know where to report to work but choose to use the
employer’s transportation, provided that the transportation is not required to
be furnished by law or regulation.
30c14 Employees’ taxes paid by employer may constitute wages.
(a) Pursuant to 29 CFR 531.38, taxes which are assessed against an employee and which are
collected by the employer and paid to the appropriate government agency may constitute
wages.
(b) The same principle applies to taxes which, although owed by the employee, are paid by the
employer. Thus, an employer may pay an employee’s share of social security (i.e., Federal
Insurance Contributions Act (FICA)) taxes. Such payment constitutes wages and may
therefore be credited toward the minimum wage and overtime requirements.

(1) Where an employee receives the minimum wage of $3.35, the employer and the
employee must each make a FICA contribution of 24 cents an hour ($3.35 x .0715 =
.2395). 7.15 percent is the current FICA rate which is, of course, subject to change.
Scenario:
Description Calculation
Employer pays employee $3.11
Employee pays FICA +$0.24
Total wages $3.35
Payroll costs
Employer pays employee $3.11
Employee pays FICA $0.24
Employer pays FICA +$0.24
Total payroll costs $3.59
(2) Where the employer pays the employee’s FICA contribution, a smaller direct wage
payment to the employee would normally be made. Because the amount of the direct
payment to the employee is reduced, the employer’s FICA obligation, which is a
percentage of that amount, would also be reduced. Since the employee and the
employer contribute an equal percentage of FICA, the employee’s obligation (which
the employer is assuming) has also been reduced. By reducing FICA expenses, this
practice permits an employer to reduce payroll costs without reducing an employee’s
net post-FICA wages.
a. An employer may pay an employee $3.13 in direct wages and still meet the
minimum wage obligation ($3.35 - $3.13)
1.0715
Scenario:

Description Calculation
Employer pays employee $3.13
Employee pays FICA for employee +$0.22
Total wages $3.35
Payroll costs
Employer pays employee $3.13
Employee pays FICA for employee $0.22
Employer pays own FICA +$0.22
Total payroll costs $3.57
b. Where this practice is utilized, the employee’s direct wages and the FICA
contribution paid on behalf of the employee by the employer must meet the
statutory minimum wage.
c. The same principle is applied when crediting the FICA contributions to
overtime compensation due. However, FICA contributions paid on the
employee’s behalf by the employer must be included in the regular rate of
pay for overtime purposes.
30c15 Car expenses: employee’s use of personal car on employer’s business.
In some cases it is necessary to determine the costs involved when employees use their cars
on their employer’s business in order to determine minimum wage compliance. For example,
car expenses are frequently an issue for delivery drivers employed by pizza or other carry-out
type restaurants.
(a) As an enforcement policy, the IRS standard business mileage rate found in IRS Publication
917, “Business Use of a Car” may be used (in lieu of actual costs and associated
recordkeeping) to determine or evaluate the employer’s wage payment practices for FLSA
purposes. The IRS standard business mileage rate (currently 28 cents per mile) represents
depreciation, maintenance and repairs, gasoline (including taxes), oil, insurance, and vehicle
registration fees. In situations where the IRS rate changes during the investigation period, the
applicable rates should be applied on a pro-rate basis.
(b) The IRS standard business mileage rate may be used in lieu of actual costs for FLSA
purposes whether or not the employee will be able to take a deduction on his or her tax return
for the business use of the employee’s car.
30c16 Deductions in non-overtime weeks.
Deductions for article that do not qualify as “board, lodging, or other facilities” under FLSA
section 3(m), such as tools, equipment, cash register shortages, and other similar items, may
be made in non-overtime workweeks (i.e., weeks of 40 hours or less, and weeks in which
statutory overtime does not apply) provided the employee continues to receive, after the

deductions are made, any required minimum wage, free and clear, for all compensable hours
worked in the week (i.e., average hourly earnings for the workweek after the deductions are
not less than the highest applicable minimum wage enforced by the WHD). See 29 CFR
531.35 and .36.). Deductions for non-3(m) items that cut into the highest applicable
minimum wage enforced by the WHD are illegal in a non-overtime workweek unless the law
establishing that minimum wage (e.g., the Davis-Bacon and Related Acts (DBRA), SCA, H-
2A, H-1B, etc.) allows the particular deduction from wages. Note: i f a MSPA contract
specifically discloses that the employer will make certain particularized deductions not
otherwise prohibited by other law, those deductions would be permitted. For example, if a
MSPA-covered employer disclosed a wage rate of $8.00 per hour and fully disclosed in
writing at the time of recruitment that $1.50 per hour would be deducted for non-3(m) items,
and the deductions are otherwise legal and not prohibited by other applicable laws, then those
fully-disclosed deductions are permitted to reduce the hourly wage to below the $8.00 per
hour contracted promised wage (i.e., to $6.50 per hour). Furthermore, various other federal,
state, and local laws regulate payment of wages, prohibit or restrict payment of wages in
services or facilities, outlaw kickbacks, restrain assignments, and otherwise govern the
calculation of wages and frequency and manner of paying them. Nothing in the FLSA or
other WH-administered statutes, regulations, or interpretations overrides or nullifies any
higher standards or more stringent provisions of these other laws. See 29 CFR 531.26.
(WHD enforcement in non-overtime workweeks is limited to the highest applicable minimum
wage enforced by the WHD, which includes WHD-enforced prevailing wages when they
apply (e.g., DBRA, SCA, H-1B, etc.). If no overtime has been worked in a particular week,
the WHD will not enforce any other state of local minimum wage higher than the highest
minimum wage applicable under the laws enforced by the WHD; the WHI will advise the
employer of the apparent violation of such other higher minimum wage standards and notify
the appropriate authorities of the employer’s deductions policies and possible underpayments
that may have occurred. See FOH 30b10. Permissible deductions in an overtime week are
discussed in FOH 32j08.
30d TIPS, TIP CREDIT, AND TIPPED EMPLOYEES
30d00 Statutory basis.
(a) Section 3(m)(2)(A) of the FLSA (29 U.S.C. 203(m)(2)(A)) provides that in determining the
wage an employer is required to pay a tipped employee, the amount paid such employee by
the employee’s employer must be an amount equal to –
(1) the cash wage paid such employee which for purposes of such determination must
not be less than the cash wage required to be paid such an employee on August 20,
1996 [not less than $2.13 per hour]; and
(2) an additional amount on account of the tips received by such employee which amount
is equal to the difference between the wage specified in paragraph (1) and the wage
in effect under section 206(a)(1) of this title.
The additional amount on account of tips may not exceed the value of the tips actually
received by an employee. The preceding two sentences do not apply with respect to any
tipped employee unless such employee has been informed by the employer of the provisions
of this subsection, and all tips received by such employee have been retained by the
employee, except that this subsection must not be construed to prohibit the pooling of tips
among employees who customarily and regularly receive tips.

(b) Section 3(m)(2)(B) of the FLSA (29 U.S.C. 203(m)(2)(B)), added in 2018, provides that an
employer may not keep tips received by its employees for any purposes, including allowing
managers or supervisors to keep any portion of employees’ tips, regardless of whether or not
the employer takes a tip credit.
(c) Section 3(t) of the FLSA (29 U.S.C. 203(t)) provides that a “Tipped employee” means any
employee engaged in an occupation in which they customarily and regularly receive more
than $30 a month in tips.
[03/03/2023]
30d01 What is a “tip”?
A tip is money presented by a customer to an employee as a gift or gratuity in recognition of
some service performed. See 29 CFR 531.52(a)
.
[03/03/2023]
30d02 Employers may not keep tips.
(a) Pursuant to section 3(m)(2)(B) of the FLSA, an employer may not keep tips received by its
employees for any purposes, including allowing managers or supervisors to keep any portion
of employees’ tips, regardless of whether or not the employer takes a tip credit.
(b) An employer may exert control over employees’ tips only to: (1) distribute tips to the
employee who received them; (2) require employees to share tips with other eligible
employees, see FOH 30d07-09
(Tip Pooling); or (3) distribute tips to other eligible
employees in a tip pool where the employer facilitates tip pooling by collecting and
redistributing employees' tips, see
FOH 30d07-09; FOH 30d12 (Prompt Distribution of Tips).
Any other employer control over employees’ tips constitutes keeping tips, which is prohibited
by the FLSA. See
29 CFR 531.52.
(c) The following are examples of an employer keeping tips, in violation of section 3(m)(2)(B) of
the FLSA. This list is illustrative but not exhaustive:
(1) An employer keeps tips if it uses tips to pay for any portion of its business expenses,
such as by using tips to pay for operating expenses or to pay for social functions for
employees. See 29 CFR 531.52(b)(1)
.
(2) An employer keeps tips if it directs tips to anyone who is not an employee of the
employer, such as a vendor or a charity. See 29 CFR 531.52(b)(1)
.
(3) Additionally, an employer keeps tips if it requires an employee to share tips with
another employee who is not eligible to receive them. Thus, an employer keeps tips
when it requires employees to share tips with a manager or supervisor, as discussed
below, see FOH 30d00(c), 29 CFR 531.52(b)(2)
. An employer also keeps tips when it
requires an employee for whom it takes a tip credit, such as a server, to share tips
with an employee who does not customarily and regularly receive tips, such as a cook
or dishwasher, in violation of section 3(m)(2)(A) of the FLSA, see
FOH 30d09, 29
CFR 531.54(c).

(d) An employer may not allow managers and supervisors to keep any portion of its employees’
tips. As such, an employer may not allow a manager or supervisor to receive tips from a
mandatory tip pool. See FOH 30d07; 29 CFR 531.54(c)(3), (d)
. However, an employer may
require a manager or supervisor to contribute tips to a mandatory tip pool.
(1) A manager or supervisor may keep tips that they receive directly from customers,
based on the service that the manager or supervisor directly and solely provides. See
(29 CFR 531.52(b)(2)
). Thus, a manager who serves their own tables may keep their
own tips, for example. Similarly, if a manager is the only person working at an
establishment during a certain period of the day, such as the final hour before a
coffee shop closes, the manager may keep tips left by customers during the period in
which the manager was the only person working at the establishment because the tips
were left for the service that the manager directly and solely provided.
(e) For the purposes of section 3(m)(2)(B), the term “manager” or “supervisor” means any
employee whose duties match those of an executive employee as described in
29 CFR
541.100(a)(2) through (4), or a business owner who meets the criteria in 29 CFR 541.101.
The duties test in 29 CFR 541.100(a)(2) through (4) is the same duties test which is used to
determine whether the employee is exempt from federal minimum wage and overtime pay
requirements; the test considers the employee’s primary duty. To qualify for exemption under
this part, an employee's “primary duty” must be the performance of exempt work. The term
“primary duty” means the principal, main, major, or most important duty that the employee
performs. Thus, employees who spend more than 50 percent of their time performing exempt
work will generally satisfy the primary duty requirement. The salary level and salary basis
tests do not apply when determining whether an employee is a manager or supervisor for
purposes of section 203(m)(2)(B). See
29 CFR 531.52(b)(2); 29 CFR 541.700; FOH 22b.
(1) An employee who meets the duties test because management is their primary duty is
a manager or supervisor for purposes of section 3(m)(2)(B), even if that person also
performs non-exempt duties alongside the employees they manage, see
29 CFR
541.106(a) ( concurrent duties), and may not keep any portion of employees’ tips
(including by receiving tips from a tip pool). In contrast, an employee whose primary
duty is performing nonexempt customer service work, see
29 CFR 541.700, is not a
manager or supervisor under the tip regulations, and may be eligible to receive some
portion of other employees’ tips, including by receiving tips through a tip pool.
(f) Where an employer keeps employees’ tips in violation of section 3(m)(2)(B), either WHD or
the affected employee or employees may recover (1) the amount of tip credit taken by the
employer, if any; (2) all tips unlawfully kept by the employer; and (3) an additional equal
amount in liquidated damages. See 29 U.S.C. § 216(b)-(c). Additionally, WHD may impose
civil money penalties when employers violate section 203(m)(2)(B). See 29 U.S.C. §
216(e)(2); 29 CFR 579.1(a)(2)(ii)
.
[03/03/2023]
30d03 Definition of tipped employee.
(a) A “tipped employee,” as defined in section 3(t) of the FLSA (see 29 USC 203(t)), is any
employee engaged in an occupation in which that employee customarily and regularly
receives more than $30.00 a month in tips.

(1) State definitions.
Although some states define “tipped employee” differently, the definition in section
3(t) is used for FLSA enforcement purposes. See FOH 30d00
.
(2) Tip provisions apply on an individual employee basis.
An employer may claim the tip credit for some employees even though the employer
cannot meet the requirements for others. For example, if one employee earns
sufficient tips for the tip credit, but another does not, the employer may take a tip
credit for the former employee, but not for the latter.
References:
29 CFR 531.50

[03/03/2023]
30d04 Tip credit.
(a) Tip credit, generally
Section 3(m)(2)(A) of the FLSA (see 29 U.S.C. § 203(m)(2)(A)) permits an employer to
claim a partial credit against its minimum wage obligation to a tipped employee based on tips
received by the employee. This partial credit against wages due, which is called a tip credit, is
equal to the difference between the required cash wage (which must be no less than $2.13 per
hour) and the section 6(a)(1) minimum wage, which is currently $7.25 per hour. The cash
wage required under section 3(m)(2)(A), when an employer takes a tip credit, is not a
subminimum wage. Tipped employees are entitled to the full section 6(a)(1) minimum wage,
but under section 3(m)(2)(A) it may be comprised of both a direct or cash wage and a tip
credit. The terms “direct wage” and “cash wage” are used interchangeably in the FOH when
discussing the tip credit.
Section 3(m) of the FLSA makes clear the intent of Congress to place on the employer the
burden of proving the amount of tips received by tipped employees and the amount of tip
credit, if any, which the employer may claim against its minimum wage obligations. The
employer may not claim a tip credit greater than the tips received. If the direct (or cash) wage
paid plus the tips received is less than the section 6(a)(1) minimum wage, the employer is
required to pay the difference on the regular payday for the pay period so that the employee
receives at least the minimum wage with the combination of wages and tips.
(b) FLSA 3(m)(2)(A) tip credit
The “FLSA 3(m)(2)(A) tip credit” is the tip credit an employer is permitted to claim against
its minimum wage obligations as determined by section 3(m)(2)(A). Under section
3(m)(2)(A), the sum of the cash wage paid and the FLSA 3(m)(2)(A) tip credit will always
equal the section 6(a)(1) minimum wage.
(1) The FLSA 3(m)(2)(A) tip credit is capped at the difference between the section
6(a)(1) wage and the direct or cash wage paid. The direct wage paid may not be less
than $2.13 per hour. Under section 3(m)(1), the direct wage paid may be comprised
of cash, board, lodging, or facilities in accordance with 29 CFR part 531 and
FOH

30c. Because the FLSA limits the section 3(m)(2)(A) tip credit to the difference
between the cash wage paid and the federal minimum wage, for purposes of the
FLSA, employees who are paid using the 3(m)(2)(A) tip credit are paid exactly the
minimum wage for each hour they work in a non-overtime workweek.
References:
29 CFR 531.50

(2) Notice requirement
29 CFR 531.59(b)
states that the employer must inform its tipped employees, in
advance of taking the FLSA 3(m)(2)(A) tip credit, of the following requirements in
section 3(m)(2)(A):
a. The amount of the cash wage that is to be paid to the tipped employee by the
employer, which may not be less than $2.13 per hour.
b. The additional amount claimed by the employer as a 3(m)(2)(A) tip credit,
which cannot exceed $5.12 (currently, the difference between the minimum
required cash wage of $2.13 and the minimum wage of $7.25).
c. The amount of the tip credit claimed may not exceed the value of the tips
actually received by the employee.
d. All tips received by the tipped employee must be retained by the employee,
except for a traditional tip pooling arrangement limited to employees who
customarily and regularly receive tips. See FOH 30d08
.
e. The tip credit does not apply to any employee who has not been informed of
these provisions by the employer.
Note: An employer must take affirmative steps to inform each affected employee of
the employer’s intent to claim the tip credit. If an employer does not do so, it cannot
take a tip credit. Reich v. Chez Robert, Inc., 28 F. 3d 401 (3
rd
Cir., 1994).
The WH-1088: Employee Rights under the FLSA (minimum wage poster) alone is
not sufficient to meet these statutory notice requirements. See 29 CFR 531.59(b)
and
WHD Opinion Letter FLSA-1336 (Jan. 21, 1997).
(3) Deductions
a. Non-3(m)(1) deductions when employer claims an FLSA 3(m)(2)(A) tip
credit
When the employer claims an FLSA 3(m)(2)(A) tip credit, the tipped
employee is considered to have been paid only the minimum wage for all
non-overtime hours worked in a tipped occupation. (However, for overtime
hours the employee’s regular rate may exceed the FLSA minimum wage. See
FOH 32j). Because section 3(m)(2)(A) caps a tipped employee’s hourly wage
in a non-overtime workweek at the minimum wage, an employer that claims
an FLSA 3(m)(2)(A) tip credit may not take deductions for non-3(m)(1) costs

(e.g., walkouts, cash register shortages, breakage, cost of uniforms, etc.),
because any such deduction would reduce the tipped employee’s wages
below the minimum wage. Even when an employer pays more than the $2.13
minimum direct wage, the employee will have only received the minimum
wage, and non-3(m)(1) deductions cannot be made. For example, if an
employer pays a direct wage of $3.13, the FLSA 3(m) tip credit will be $4.12
($7.25 - $3.13 = $4.12), and the employee will have only received the
minimum wage for all non-overtime hours.
b. Non-3(m)(1) deductions when the employer does not claim an FLSA 3(m)
tip credit
Non-3(m)(1) deductions may only be made from a tipped employee’s wages
when the employer does not claim an FLSA 3(m)(2)(A) tip credit and pays a
direct wage in excess of the minimum wage. For example, if an employee
receives $10.00 per hour in cash wages, the employer cannot claim an FLSA
3(m)(2)(A) tip credit, and the employer may take up to $2.75 ($10.00 - $7.25
= $2.75) in non-3(m)(1) deductions from the employee’s hourly wage in a
workweek when the employee does not work overtime hours. See
29 CFR
531.37.
(4) Other laws
Where the FLSA and a state or local law regulating wages for tipped employees are
concurrently applicable, it is the employer’s responsibility to comply with the more
protective wage standard.
[03/03/2023]
30d05 Retention of tips by employee when an employer takes a tip credit.
(a) General
When an employer takes a tip credit, all tips received (i.e., given to or designated for the
employee by a patron) by a tipped employee must be retained by the employee, and the
employer may only utilize the employee’s tips as a partial credit against its wage payment
obligations or in furtherance of a traditional tip pooling arrangement (see FOH 30d07
). An
employer and employee cannot agree to waive such employee’s right to keep tips. An
employer’s use of an employee’s tips for any other purpose may be treated as a deduction
from the employee’s wages and would be an FLSA minimum wage and/or overtime violation
to the extent that it reduces total compensation below what the Act requires. See also
FOH
30d02 (statutory prohibition against “keeping” tips). Tips in excess of the FLSA 3(m)(2)(A)
tip credit may not be credited toward an employer’s minimum wage obligations.
(b) Tip credit requirements not observed
Where an employer does not strictly observe the provisions of section 3(m)(2)(A), no FLSA
3(m)(2)(A) tip credit may be claimed. In such instances the employee is entitled to receive
the full cash minimum wage, in addition to retaining all tips they have received. For example,
where an employer does not fulfill its obligation under 29 CFR 531.59(b)
to inform a tipped
employee of the provisions of section 3(m)(2)(A), or where an employer pays no wages to an

employee who receives tips, the full minimum wage is due, no FLSA 3(m)(2)(A) tip credit
will be allowed, and the employee must retain all tips received.
(1) A tip credit may not be retroactively included in back wage calculations
Employers may not claim an FLSA 3(m)(2)(A) tip credit on a retroactive basis where
the employer has not met the requirements for taking a tip credit. For example, an
employer that pays no wages (i.e., employees received only tips) will be required to
pay the full minimum wage and will not be able to claim an FLSA 3(m)(2)(A) tip
credit. This same principle applies when the employer pays a cash wage that is less
than the minimum required. For example, where the employer pays a cash wage of
$2.00 per hour (instead of at least $2.13 per hour), the employer will be required to
pay the full minimum wage, which will be offset by the $2.00 payment, and will not
be able to claim an FLSA 3(m)(2)(A) tip credit. Similarly, employers that require
tipped employees for whom they claim a tip credit to contribute tips to a tip pool,
other than a traditional tip pool, will be required to pay the full minimum wage and
restore to the tipped employees the amount of tips that were improperly used. See
FOH 30d08
.
[03/03/2023]
30d06 Dual Jobs: Availability of tip credit when employee is engaged in dual jobs.
(a) The Department’s regulations recognize that an employee may be employed by the same
employer in a tipped occupation and in a non-tipped occupation, as, for example, where a
maintenance employee in a hotel also serves as a waiter. See 29 CFR 531.56(e)
. In this “dual
jobs” scenario, the regulations provide that an employee is a “tipped employee” for purposes
of the FLSA only while the employee is engaged in the tipped occupation, which means that
their employer may take a tip credit against its minimum wage obligation only for the time
the employee spends in that tipped occupation. Id. For examples of occupations that generally
do or do not qualify as tipped occupations, refer to FOH 30d08(c).
Reference:
29 CFR 531.56(e)

(b) The regulations also recognize that tipped employees may perform “related” duties that are
not “themselves . . . directed toward producing tips,” providing the examples of a server who
“spends part of her time” performing non-tipped duties, such as “cleaning and setting tables,
toasting bread, making coffee and occasionally washing dishes or glasses,” and “[a]
counterman who also prepares his own short orders or who, as part of a group of countermen,
takes a turn as short order cook for the group. See 29 CFR 531.56(e)
. Thus, a tipped
employee is still engaged in their tipped occupation when they perform nontipped duties that
are related to their tipped occupation “occasionally” or for “part of the time.” Id.
Reference:
29 CFR 531.56(e)

(c) An employer may take a tip credit against its minimum wage obligation only for the time the
employee spends in a tipped occupation. When an employee is engaged in a nontipped
occupation, the employee must be paid not less than a direct wage equal to the full minimum
wage for the work performed in the nontipped occupation.

Reference:
29 CFR 531.56(e)

[03/03/2023, 01/14/2025]
30d07 Mandatory tip pools, generally.
(a) The FLSA permits employers to require employees to share or “pool” their tips with other
eligible employees. See 29 CFR 531.52
. WHD refers to such arrangements as “mandatory”
tip pools.
(b) WHD distinguishes such arrangements from scenarios in which tipped employees voluntarily
share tips with other non-managerial employees, so long as such sharing is free from
coercion, outside of any formalized arrangement, and is not a condition of employment.
(c) The FLSA does not restrict the amount of tips an employee can be required to contribute to
eligible employees in a mandatory tip pool.
(d) An employer may not receive tips from a tip pool and may not allow managers and
supervisors to receive tips from a tip pool, regardless of whether the employer takes a tip
credit. However, an employer may require a manager and supervisor to contribute tips to a
mandatory tip pool.
[03/03/2023]
30d08 Mandatory tip pooling when an employer takes a tip credit.
(a) An employer who takes a tip credit and mandates a tip pool must notify the employees of any
required tip contribution amount, may only take a tip credit for the amount of tips the
employee ultimately receives, and may not keep any of the employee’s tips for any other
purpose. See 29 CFR 531.54
.
(b) When an employer takes a tip credit, tips contributed to a mandatory tip pool must not lower
the rate of the employee below the minimum wage. Only those tips that are retained by the
employee (either those not contributed to a tip pool or those received from the tip pool) are
considered in determining if the employee has received the minimum wage.
(c) Traditional tip pools.
An employer that takes a tip credit can require tipped employees to contribute tips only to a
“traditional” tip pool, which is limited to employees who customarily and regularly receive
tips. See 29 U.S.C. 3(m)(2)(A), (3)(t).
(1) The following occupations have been recognized as those in which employees
customarily and regularly receive tips and employees in these occupations may be
part of a traditional tip pool:
a. Servers
b. Counter personnel who serve customers
c. Bellhops

d. Bussers (i.e., server helpers)
e. Service bartenders
(2) In addition to the above-listed occupations, the WHD has recognized the following
occupations as ones in which employees customarily and regularly receive tips:
a. Sushi chefs or teppanyaki chefs, who are similar to counter personnel
because they have direct contact and interact with customers and prepare and
serve meals to customers in the bar area or customer tables.
b. Bartender assistants or barbacks, who are similar to bussers because they
learn bartending under the tutelage of a bartender, have the primary duty of
supporting the bartender, and receive their tips from the bartender. Barbacks
work primarily in the bar area and have the opportunity to occasionally
interact with customers.
c. Sommeliers who explain the wine list, bring the selected bottle of wine to the
table, and serve the wine to the customers.
References:
WHD Opinion Letter FLSA2009-12 (Jan. 15, 2009)

WHD Opinion Letter FLSA2008-18 (Dec. 19, 2008)
WHD Opinion Letter FLSA-858NA (June 28, 1985)

(3) It is not required that all employees who receive tips from a mandatory traditional tip
pool themselves receive tips from customers as long as they work in an occupation
recognized as one in which employees customarily and regularly receive tips. The
amounts retained by the employees who actually receive the tips, and those given to
other pool participants, are considered the tips of the individuals who ultimately
retain them, in applying the provisions of sections 3(m)(2)(A) and 3(t).
(4) When an employer takes a tip credit, tipped employees may not be required to share
their tips with employees who are not working in occupations in which they
customarily and regularly receive tips. For example, the following employees are not
eligible to participate in a mandatory traditional tip pool:
a. Janitors
b. Chefs or cooks (other than performance chefs, i.e., chefs who “perform” by
cooking in front of customers, see 30d08(c)(2)a.)
c. Dishwashers
d. Laundry room attendants
e. Salad preparers
f. Prep cooks
[03/03/2023]

30d09 Mandatory tip pooling when an employer does not take a tip credit.
(a) An employer that pays its tipped employees at least the full minimum wage and does not take
a tip credit may require tipped employees to contribute to a “nontraditional” tip pooling
arrangement that includes dishwashers, cooks, or other nonmanagerial employees who are not
employed in an occupation in which employees customarily and regularly receive tips. See
29
CFR 531.54(d).
(b) Back-of-the-house and other employees who receive tips through a nontraditional tip pool are
not employed in an occupation in which they customarily and regularly receive tips, and
therefore, are not tipped employees. See 29 U.S.C. 203(t); see also 85 FR 86766
. An
employer may not take a tip credit for these workers, and must pay them a direct cash wage
equal to at least the full Federal minimum wage irrespective of tips received. See 85 FR
86766.
[03/03/2023]
30d10 Remedies for a tip pooling violation.
(a) An employer may not utilize an FLSA 3(m)(2)(A) tip credit for an employee who contributes
tips to a mandatory tip pool that includes an employer or ineligible employees, see
FOH
30d08(c)(4), or otherwise fails to meet the requirements of 29 CFR 531.54. See 29 U.S.C.
203(m); 29 USC 216(a) and (b).
(b) Regardless of whether an employer takes a tip credit, when an employer requires employees
to contribute tips to a mandatory tip pool that includes an employer or ineligible employees or
otherwise fails to meet the requirements of 29 CFR 531.54(b)-(d)
, the employer “keep[s]”
those tips in violation of 3(m)(2)(B). In addition to being liable for the sum of any tip credit
taken by the employer, the employer is also liable for all such tips unlawfully kept by the
employer, and an additional amount equal to the sum of any tip credit taken plus all tips
unlawfully kept as liquidated damages. See 29 U.S.C. 203(m); 29 USC 216(a) and (b).
(c) When an employee who is ineligible to participate in a tip pooling arrangement receives
funds from a mandatory tip pool, those monies must be included in calculating the
employee’s regular rate of pay for purposes of overtime compensation.
[03/03/2023]
30d11 Tip jar.
A tip jar is a form of tip pooling and should be handled in accordance with the tip pooling
provisions set forth above.
References:
29 CFR 531.54

29 CFR 531.57
29 CFR 541.100
29 CFR 541.101
29 CFR 541.106
WHD Opinion Letter FLSA2009-12 (Jan. 15, 2009)
WHD Opinion Letter FLSA2008-18 (Dec. 19, 2018)

WHD Opinion Letter FLSA-858NA (June 28, 1985)
[03/03/2023]
30d12 Prompt distribution of tips.
(a) An employer that facilitates a tip pool by collecting and redistributing employees’ tips does
not violate section 203(m)(2)(B)’s prohibition against keeping tips if the employer fully
distributes any collected tips:
(1) No later than the regular payday for the workweek in which the tips were collected;
or
(2) No later than the regular payday if the pay period covers more than a single
workweek; or
(3) As soon as practicable after the regular payday, if the employer is unable to ascertain
the amount of tips that have been received or how tips should be distributed prior to
processing payroll.
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30d13 Tips charged on credit cards.
(a) When tips are charged to credit cards, the employer may reduce the amount of tips paid out to
the employee by the percentage charged by the credit card company (i.e., transactional fee).
An employer that deducts no more than the actual transaction fee charged by the credit card
company from employees’ tips does not violate section 3(m)(2)(B). For example, where a
credit card company charges an employer 3 percent on all sales charged to its credit service,
the employer may pay the employee 97 percent of the tips without violating FLSA. See
WHD
Opinion Letter FLSA-214 (Mar. 28, 1977). However, the employer cannot reduce the amount
of tips paid to the employee by any amount greater than the transactional fee charged by the
credit card company, regardless of whether or not it takes a tip credit. Doing so would be a
keeping violation under section 3(m)(2)(B). See
FOH 30d02.
(b) Payment of both minimum wage and overtime compensation, including the charged tips, due
a “tipped employee” must ordinarily be made at the regular payday for the workweek. Or no
later than the regular payday if the pay period covers more than a single workweek. The
procedures required to process charges made by customers through credit cards may delay
actual receipt of the funds by the employer for one or two months. Nevertheless, the
employer is required to pay over the charged tips to the employee on the employee’s next
regular payday.
(c) In some situations, a credit card transaction is not collected from a credit card company. In
such cases, the employer is not required to pay a tipped employee the amount of tips specified
on the credit card slip. Of course, this assumes the inability to collect is not a result of the
employer’s failure to submit the slip for reimbursement, etc. See
WHD Opinion Letter FLSA
(Feb. 23, 1983).
(d) The employer may recover from a tipped employee those tips that have been paid to the
employee when the credit card charge is uncollectible. Any such recovered tips may not

reduce the tips retained by the employee below the amount of the tip credit claimed in the
workweek in which the credit card tip was paid to the employee.
Where there are tip pools, tip pool recipients are responsible for reimbursing the employer for
the share of tips from an uncollected credit card transaction which was allocated into the tip
pool. The tipped employee who contributed the uncollected tip to the tip pool can only be
held accountable for the portion of the uncollected tip the employee received back from the
tip pool. For example, the tipped employee contributed $20.00 in tips to the tip pool from a
credit card transaction that ultimately is uncollected and received back from the tip pool 70
percent of the tips contributed to the pool. The tipped employee can only be required to
reimburse the employer for the 70 percent of the $20.00 of the uncollected tip that the
employee received from the tip pool ($20.00 × 0.70 = $14.00).
(e) Cost of collecting tips charged on credit cards, over and above the amount charged by
the credit card company
Costs incurred by the employer related to credit card use, other than the fee charged by a
credit card company for processing, may not be used to reduce the amount of the tips the
employer must distribute to the tipped employee. Such costs include, but are not limited to:
(1) the “time value of credit card collections,”
(2) the cost of the credit card terminal, and
(3) the cost of dedicated phone lines.
An employer that uses tips to cover such operating costs would violate section 3(m)(2)(B).
Additionally, an employer may not deduct an average standard composite amount for tip
liquidation that exceeds the amount charged by the credit card companies. See Preamble to
Final Rule: Tip Regulations under the Fair Labor Standards Act, 85 FR 86756, 86762
.
References:
WHD Opinion Letter FLSA (Feb. 23, 1983
)
WHD Opinion Letter FLSA-214 (Mar. 28, 1977)
WHD Opinion Letter FLSA2006-1NA (Jan. 13, 2006)
[03/03/2023]
30d14 Determining the tip credit an employer may claim against its minimum wage
obligations.
(a) General
Section 3(m)(2)(A) limits the tip credit an employer may claim against its minimum wage
obligations to the difference between the section 6(a)(1) minimum wage and the cash wage
paid by the employer. Under this formula, the direct or cash wage paid by the employer,
which may not be less than $2.13 per hour, plus the FLSA 3(m)(2)(A) tip credit (i.e., the
difference between the section 6(a)(1) wage and the cash wage paid) always equals the
section 6(a)(1) minimum wage.

Under the 3(m)(2)(A) formula, payment of a higher cash wage by the employer will result in
a lower FLSA 3(m)(2)(A) tip credit. An employee paid with the FLSA 3(m)(2)(A) tip credit
has only been paid the FLSA minimum wage in non-overtime workweeks, and therefore the
employer may not take non-3(m)(1) deductions for shortages, breakage, cost of uniforms, etc.
Because Sec. 3(m)(2)(A) caps a tipped employee’s wage at the minimum wage, an employer
that claims a tip credit may not make deductions for non-3(m)(1) costs, such as shortages,
breakage, cost of uniforms, etc., because any such deduction would reduce the tipped
employee's wages below the minimum wage. Under the FLSA, when the employer claims a
tip credit, the tipped employee is considered to have been paid only the minimum wage for all
non-overtime hours worked in a tipped occupation (for overtime hours, the regular rate may
exceed the minimum wage; see FOH 32j). Even when an employer pays more than the $2.13
minimum direct wage, the employee will have only received the minimum wage and non-
3(m)(1) deductions cannot be made.
(b) Examples
For purposes of these examples, assume: the section 6(a)(1) wage rate is $7.25 per hour, the
employee worked no overtime hours, the employee meets the section 3(t) definition of tipped
employee, the employer properly advised the employee in advance of the requirements
outlined in 29 CFR 531.59(b)
, and that the employer maintained appropriate payroll records.
(1) These examples illustrate that the amount of the FLSA 3(m)(2)(A) tip credit will vary
depending on the cash or direct wage paid to the employee.
a. If the employer pays a cash wage of $2.13 per hour, it may claim a tip credit
of $5.12 per hour ($7.25 - $2.13 = $5.12).
b. If the employer pays a cash wage of $3.63 per hour, it may claim a tip credit
of $3.62 per hour ($7.25 - $3.63 = $3.62).
c. If the employer pays a cash wage of $4.86 per hour, it may claim a tip credit
of $2.39 per hour ($7.25 - $4.86 = $2.39).
d. If the employer pays a cash wage of less than the minimum required by the
FLSA ($2.13 per hour), it may not claim an FLSA 3(m)(2)(A) tip credit and
must pay the difference between the minimum wage and the cash wage that
was paid. For example, if an employer pays a cash wage of $2.00 per hour, it
would not be entitled to claim an FLSA 3(m)(2)(A) tip credit and must also
pay $5.25 per hour as the difference between the minimum wage and the
cash wage paid ($7.25 - $2.00 = $5.25).
(2) When the state minimum wage is higher than the section 6(a)(1) wage, the formula in
section 3(m)(2)(A) still limits the amount of the FLSA 3(m)(2)(A) tip credit the
employer may claim to the difference between the cash wage paid and the federal
minimum wage. As illustrated in the examples below, where the state recognizes a
higher tip credit than the FLSA 3(m)(2)(A) tip credit, there will not be a FLSA
minimum wage violation as long as the employer has paid a cash wage of at least
$2.13 per hour and the employee receives sufficient tips to satisfy the section 6(a)(1)
minimum wage.

a. The state minimum wage is $7.40 per hour. The employer pays a cash wage
of $2.89 per hour as required by the state law and claims a tip credit of $4.51
per hour as permitted under state law ($7.40 - $2.89 = $4.51). However, the
employer is limited to an FLSA 3(m)(2)(A) tip credit of $4.36 ($7.25 - $2.89
= $4.36).
$7.25 (FLSA minimum wage) - $2.89 (cash wage paid) = $4.36 (FLSA
3(m)(2)(A) tip credit
$7.40 (state minimum wage) - $2.89 (cash wage paid) = $4.51 (state tip
credit)
Even though the employer has paid a direct wage in excess of the required
minimum of $2.13, for FLSA purposes the employee has received only $7.25
per hour.
b. The state minimum wage is $8.15 per hour. The employer pays a cash wage
of $3.95 as required by state law and claims a tip credit of $4.20 per hour as
permitted under state law ($8.15 - $3.95 = $4.20). The employer is limited to
an FLSA 3(m)(2)(A) tip credit of $3.30 ($7.25 - $3.95 = $3.30).
$7.25 (FLSA minimum wage) - $3.95 (cash wage paid) = $3.30 (FLSA
3(m)(2)(A) tip credit
$8.15 (state minimum wage) - $3.95 (cash wage paid) = $4.20 (state tip
credit)
Even though the employer has paid a direct wage in excess of the required
minimum of $2.13, for FLSA purposes the employee has received only $7.25
per hour.
c. The state minimum wage is $7.50 per hour. The state requires and the
employer pays a cash wage of $2.13 per hour. The employer claims a tip
credit of $5.37 per hour ($7.50 - $2.13 = $5.37) as permitted under state law.
The employer is limited to an FLSA 3(m) tip credit of $5.12 ($7.25 - $2.13 =
$5.12).
$7.25 (FLSA minimum wage) - $2.13 (cash wage paid) = $5.12 (FLSA
3(m)(2)(A) tip credit)
$7.50 (state minimum wage) - $2.13 (cash wage paid) = $5.37 (state tip
credit)
For FLSA purposes, the employee has received only $7.25 per hour.
References:
29 CFR 531.59

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30d15 FLSA 3(m)(2)(A) tip credit in overtime hours.

An employer may not take a higher FLSA 3(m)(2)(A) tip credit against its minimum wage
obligations during overtime hours than is taken during non-overtime hours. Under Sec.
3(m)(2)(A), the amount of the tip credit is the difference between the direct wage paid (which
cannot be less than $2.13 per hour) and the Sec. 6(a)(l) minimum wage. This formula
determines the maximum amount of an employee’s tips that can be considered wages per
hour during the workweek. Where an employer pays a direct wage of $2.13 and claims a tip
credit of $5.12 per hour, the employee’s regular rate would be $7.25 per hour and the
employee’s wage for overtime hours would be $10.88 (of which $5.12 may be a tip credit and
$5.76 would be a direct wage payment). See FOH 32j18 regarding overtime computations for
tipped employees. Under certain circumstances, an employer may be able to claim an
additional overtime tip credit against its overtime obligations.
References:
29 CFR 531.59

29 CFR 531.60
[03/03/2023]
30d16 Tip credits in subminimum wage situations.
Subminimum wages authorized under section 14 of the FLSA are considered to be the
applicable minimum wage in determining amounts creditable toward the minimum wage for
tips for purposes of section 3(m)(2)(A). For example, where an employee is subject to a
subminimum wage of $6.00 per hour, the maximum permissible FLSA 3(m)(2)(A) tip credit
against the subminimum wage would be $3.87 ($6.00 subminimum wage - $2.13 direct or
cash wage = $3.87).
[03/03/2023]
30d17 Service charges.
A compulsory service charge (generally noted on the menu) which is added to a customer’s
bill is not part of the server’s (i.e., waiter and/or waitress) tip income but, rather, is included
with the employer’s gross receipts. Therefore, the employer has complete discretion in
choosing the manner in which the compulsory service charge is used, which would include
using it to pay servers and/or bussers. Where the service charges are paid to employees, they
are considered wages that must be included in the regular rate of pay. Where service charges
are imposed and the employees receive no tips, the employees are not tipped employees and
the employer must pay the entire minimum wage and overtime required by the FLSA. If, in
addition to service charge income, the servers receive tips from customers, such tip income
may be credited toward the minimum wage in the usual manner if the employee qualifies as a
tipped employee and the employer has met all obligations to claim a tip credit. The employer,
for example, may use the service charge amount to pay the minimum $2.13 cash wage, or
when an employee does not receive sufficient tips to make up the difference between the cash
wage payment and the minimum wage, the employer may also use the service charge to
increase the cash wage rate to make up the difference. See 29 CFR 531.55
.
The WHD’s policy is to consider all of the facts in assessing whether an amount added to a
bill is a tip or a service charge, particularly evidence indicating whether the payment is
mandatory or optional, including whether the customer exercises discretion regarding
whether the quality of the service merits the payment and the amount of the payment;

whether the customers (and/or the recipients of the service) are informed that the payment is
optional, and may be increased or decreased at their discretion; and whether in fact there is
some variation in the amounts paid. There must be evidence of actual discretion over the fact
of and amount of the payment in order for the amount to be considered a tip and not a service
charge. Such evidence may take any form, including a notation on an invoice, a “chit”, a
signature on a bill, an email, telephone message, or other notation reflecting directions to
adjust the amount of the payment as appropriate.
References:
29 CFR 531.52

29 CFR 531.55
WHD Opinion Letter FLSA2005-31NA (Sept. 2, 2005)
WHD Opinion Letter FLSA1999-07-12(a) (July 12, 1999)
WHD Opinion Letter FLSA 1997-38NA (Aug. 29, 1997)
WHD Opinion Letter FLSA WHD-OL-1996NA (June 5, 1996)
[12/15/2016, 03/03/2023]
30d18 IRS tip allocation rules.
Where an employer withholds taxes from a tipped employee based upon a percentage of
sales, rather than on reported tips, a reduction in an individual employee’s net pay may result,
but this is not an FLSA violation.
[12/15/2016, 03/03/2023]
30e FLSA SECTION 6(e)(1): CONTRACT SERVICES OTHER THAN LINEN SUPPLY
30e00 General provisions: section 6(e)(1), contract services (other than linen supply services).
Section 6(e)(1) of the FLSA provides: “Notwithstanding the provisions of section 13 of this
act (except subsections (a)(1) and (f) thereof), every employer providing any contract services
(other than linen supply services) under a contract with the United States or any subcontract
thereunder shall pay to each of his employees whose rate of pay is not governed by the
Service Contract Act of 1965 (41 USC 351-357) or to whom subsection (a)(1) of this section
is not applicable, wages at rates not less than the rates provided for in subsection (b) of this
section.” (Effective 12/31/1977, subsection (b) provided for payment of wage rates not less
than those provided in subsection (a)(1).)
30e01 Application of section 6(e)(1): establishment basis.
As an enforcement policy, the minimum wage standard provided by section 6(e)(1) of the
FLSA will be applied only within an establishment in which work is performed on a
government service contract. Thus, where an employer operated more than one
establishment but performs on government service contracts in only certain of these
establishments, the WHD will not assert application of section 6(e)(1) to those establishments
which do not perform on government service contracts.
30e02 Application of section 6(e)(1): workweek basis.

The application of section 6(e)(1) of the FLSA depends on the performance of contract
services and not on the coverage or exemption status of the establishment under the act.
Thus, during any workweek in which the establishment is engaged in the performance of
contract services, the wage rate provided in section 6(b) of the FLSA would be applicable to
all employees of the establishment other than those specifically exempt under section
13(a)(1) of the FLSA or those subject to a higher wage rate pursuant to the SCA.
30e03 Application of section 6(e)(1): contract services.
Section 6(e)(1) of the FLSA applies to every employer providing any contract service (other
than linen supply services) under a contract with the United States or any subcontractor
thereunder. It is not necessary that the contract be subject to the SCA.
30e04 Overtime and section 6(e)(1).
Section 6(e)(1) of the FLSA contains no reference to overtime standards and section 7 makes
no provision for overtime for employees covered by section 6(e). Overtime compensation for
employees covered on a traditional or enterprise basis may be required under section 7(a) of
the FLSA or under the CWHSSA.
30f FLSA SECTION 6(e)(2): GOVERNMENT CONTRACT LINEN SUPPLY SERVICES
30f00 General provision: s ection 6(e)(2), government contract linen supply services.
Section 6(e)(2) of the FLSA provides: “Notwithstanding the provisions of section 13 of this
act (except subsections (a)(1) and (f) thereof) and the provisions of the Service Contract Act
of 1965, every employer in an establishment providing linen supply services to the United
States under a contract with the United States or any subcontract thereunder shall pay to each
of his employees in such establishment wages at rates not less than those prescribed in
subsection (b), except that if more than 50 per centum of the gross annual dollar volume of
sales made or business done by such establishment is derived from providing such linen
supply services under any such contracts or subcontracts, such employer shall pay to each of
his employees in such establishment wages at rates not less than those prescribed in
subsection (a)(1) of this section.” (Effective 12/31/1977, subsection (b) provided for
payment of wage rates not less than those provided in subsection (a)(1).)
30f01 Linen supply services.
(a) The application of section 6(e)(2) of the FLSA is determined by the type of service contracted
for and not by the type of establishment performing the service. Thus, for example, a laundry
may provide linen supply service within the meaning of section 6(e)(2).
(b) The term linen supply services as used in section 6(e)(2) of the FLSA refers to the supplying
of various items to the government on a rental basis by a contractor who owns the item being
supplied. On the other hand, the mere laundering of items which are owned by the
government is a laundering service and is not a linen supply service within the meaning of
section 6(e)(2).
(c) The term “linen supply services,” in addition to including such services as the rental of
tablecloths, sheets, and pillowcases, would also include contracts for such items as dresses,
uniforms, other wearing apparel, bibs aprons, etc., of the type used by barbers, doctors,

waitresses, waiters, nurses, food workers, beauticians, etc. It would not include services for
such items as diapers, laundry, or dry cleaning (family or commercial), nor services for such
items as industrial wiping towels, safety equipment and salvage, dust control – including
treated dust tool covers and cloths, treated dust mops or rugs, or for industrial work uniforms,
such as those worn by mechanics and production workers in heavy industry, machine shops,
garages, service stations, and the like.
30f02 Application of section 6(e)(2): establishment basis.
The minimum wage standard provided by section 6(e)(2) of the FLSA applies only within an
establishment in which work is performed on a government linen supply contract. Thus,
where an employer operates more than one establishment but performs on government linen
supply contracts in only certain of the establishments, the WHD will not assert application of
section 6(e)(2) to the establishments which do not perform on government linen supply
contracts.
30f03 Application of section 6(e)(2): workweek basis.
The application of section 6(e)(2) of the FLSA depends on the performance of linen supply
services to the government and not on the coverage or exemption status of the establishment
under the Act. Thus, during any workweek in which the establishment is engaged in the
performance of linen supply services, the wage rate provided in section 6(b) of the FLSA
would be applicable to all employees of the establishment other than those specifically
exempt under section 13(a)(1) of the FLSA or those subject to a higher wage rate pursuant to
the SCA.
30f04 Application of section 6(e)(2): linen supply services.
Section 6(e)(2) of the FLSA applies to every employer providing linen supply services under
a contract with the United States or any subcontract thereunder. It is not necessary that the
contract be subject to the SCA.
30f05 Overtime and section 6(e)(2).
Section 6(e)(2) of the FLSA contains no reference to overtime standards and section 7 makes
no provision for overtime for employees covered by section 6(e). Overtime compensation for
employees covered on a traditional or enterprise basis may be required under section 7(a) of
the FLSA or under the CWHSSA.