• Employees in Iowa are protected by the Fair Labor Standards Act.Iowa state contour with Capital City against blurred USA flag image by Stasys Eidiejus from Fotolia.com
  
  The Fair Labor Standards Act (FLSA) was first enacted in 1938 to ensure all employees are paid a fair and equal wage, including overtime pay for non-exempt employees. Employment laws in Iowa must comply with the rules and regulations outlined by the FLSA, including child labor laws. Although the FLSA does guarantee certain rights, it does not grant employees unlimited rights.
  
  

Qualifications

• The amount of money you make determines if you're non-exempt in Iowa.Cash flow image by Blue Moon from Fotolia.com
  
  To be a non-exempt employee in Iowa under the FLSA, as of August, 2010, employees must earn less than $23,660 a year and not hold job titles that allow them to make important decisions, such as hiring and firing staff. All employees in Iowa who are protected by the FLSA are entitled to earn a minimum wage of $7.25 an hour. All employers in Iowa are required by law to have a poster within their work environment informing all employees of their right to a minimum wage.
  
  

Overtime

• Employees who work 40 hours or more a week will earn overtime pay.CLOCK image by SKYDIVECOP from Fotolia.com
  
  Under FLSA, all employees in Iowa who work more than 40 hours within a given work week are entitled to overtime pay. The rate of overtime pay must equal one and a half times the normal hourly rate employees receive. When it comes to overtime in general, the FLSA places no limitations on how many hours an employee, who is at least 16 years old, is allowed to work. However, employers in Iowa do have the right to prohibit their employees from working overtime hours. Any employee who has questions or concerns over overtime laws may contact the U.S. Department of Labor, Division of Wage and Hour.
  
  

Limitations

• Working on a holiday does not guarantee overtime pay.holiday image by Ewe Degiampietro from Fotolia.com
  
  FLSA in Iowa does not grant employees unlimited rights. For example, employees in Iowa are not entitled to overtime pay simply for working on their day off or during a holiday or weekend, unless they actually log overtime hours on those days. Employees are also not guaranteed meal or rest breaks. If employees becomes ill or want to take a vacation, employers in Iowa are not required to pay them while they are on leave. Iowa employers may terminate employees without giving a reason. However, the reason for termination cannot be based on any form of discrimination or retaliation. Lastly, employers are not required to pay any money owed to employees they fire until their next scheduled payday.