The Utah Business and Employment Lawyer

  The Fair Labor Standards Act ("FLSA") requires the payment of 1.5 times an employee's normal hourly rate for each hour worked in excess of 40 hours in any workweek. FLSA's overtime requirements remain a critical cornerstone of employment law, yet they continue to be one of the most frequent sources of litigation for both employers and employees in 2026. At Stavros Law, we recognize that the landscape of wage and hour compliance is often shaped by a misunderstanding of the fundamental rule of the FLSA: unless specifically classified as exempt, every employee must receive overtime pay for all hours worked exceeding 40 in a single workweek at a rate no less than 1.5 times their regular pay. It is equally important for both parties to understand what FLSA does not require. For instance, federal law does not mandate extra pay for weekend or night work, nor does it require payment for time not worked, such as vacations, sick leave, or holidays. These benefits, along with ...

  In  employment law, “national origin discrimination” is most often associated with the protection of immigrants and foreign nationals from countries outside of the United States. But, of course, the protections under Title VII also apply to employees who originate from the United States. The U.S. Equal Employment Opportunity Commission (EEOC) issued guidance late last year on discrimination against U.S. workers. See  EEOC Guidance . The guidance notes that under Title VII of the Civil Rights Act of 1964, safeguards against national origin discrimination extend to all applicants and employees, including U.S. citizens and American workers. The EEOC explicitly states that it is illegal to treat workers unfavorably because they are from the United States. This form of discrimination frequently arises when employers demonstrate a preference for foreign workers, such as those holding specific visa statuses like H-1B, over qualified American workers. While sponsoring visas rem...