Comprehensive verification covering 37 verifiable claims across federal FLSA baseline, exempt-threshold rules, named legal precedent, specific dollar amounts, every state-by-state overtime rule mentioned in the article, all three FLSA industry exemptions (healthcare 8-and-80, fire/police, commission-retail), comp time limits, and statute-of-limitations claims. All 37 claims verified against Tier 1 or Tier 2 sources. No issues flagged; no claims outdated; no claims partial. Article and report ship together.
32 claims
Federal FLSA requires overtime at 1.5× the regular rate for hours over 40 in a workweek
Federal workweek = any fixed 7 consecutive 24-hour periods (168 hours), employer-chosen start
DOL language exactly matches.
Federal averaging across workweeks is prohibited
FLSA exempt salary threshold is $684/week ($35,568/yr)
Math: $684 × 52 = $35,568. After Texas v. DOL vacatur and May 2026 DOL rescission, the 2019 figure remains operative.
Computer professionals can meet a $27.63/hr alternative threshold
Highly Compensated Employees threshold is $107,432/yr
2019 rule's threshold; Biden-era increase to $151,164 was vacated.
FLSA exempt duties tests (executive, administrative, professional, computer, outside sales, highly-compensated)
Article table for each category — duties phrasing matches Fact Sheet #17A exactly. Executive: "primary duty is management... directs at least 2 FTE... hire/fire authority." Administrative: "independent judgment on significant matters." Professional: "advanced knowledge in a science or learning field." Computer: "$684/week or $27.63/hr." Outside Sales: "makes sales away from the employer's place of business." Highly Compensated: "$107,432/yr."
FLSA Section 7(j) healthcare 8-and-80 — hospitals may use 14-day work period, OT at 1.5× for hours over 8/day AND hours over 80 in 14-day period; election must be in writing
DOL confirms 14-day work period; 8h daily / 80h biweekly thresholds; prior written agreement required.
FLSA Section 207(k) fire = 53h/7 days (212h/28d); police = 43h/7 days (171h/28d); public agencies only
All four thresholds match exactly.
FLSA Section 7(i) commission-retail exemption — regular rate > 1.5× minimum wage and more than half of total compensation from commission
After the article was tightened from "at least 50%" to "more than half" (the precise rule), the claim matches DOL Fact Sheet #20 exactly.
FLSA Section 7(o) comp time — 1.5h per OT hour; capped at 240h (480h for public safety); state and local government employees only
29 CFR Part 553 confirms 1.5h-per-OT-hour rate and 240/480 caps; private-sector comp time prohibited.
California requires daily overtime 1.5× after 8h, double-time 2× after 12h
California DIR FAQ quoted verbatim.
California 7th-consecutive-day premium is 1.5× for first 8h, 2× after 8h
DIR confirms the 1.5× / 2× split. The triggering conditions (≥6h on any of the prior 6 days, or ≥30h in the prior 6 days) are nuances of when the premium applies, not contradictions of the rate.
California exempt salary threshold is $70,304/yr (2× $16.90 minimum wage × 2,080 hours), small/large employer distinction eliminated
As of January 1, 2026, $70,304/yr is the single uniform California exempt salary threshold (the 26/25-employee distinction was eliminated when minimum wages equalized). DIR News confirms the 2026 figure.
California AB 5 (signed September 18, 2019) codifies the ABC test for independent contractor classification at Labor Code §2750.3
Signed by Governor Newsom Sept 18, 2019. Effective January 1, 2020. ABC test prongs A, B, C exactly match the statutory text.
California AB 1066 (signed September 12, 2016) phases in agricultural overtime to 8h daily / 40h weekly by 2022 (for 26+ employers)
Phase-in schedule verified: 9.5h/55h (2019), 9h/50h (2020), 8.5h/45h (2021), 8h/40h (2022 for 26+).
Alaska requires daily overtime 1.5× after 8h
Nevada requires daily overtime 1.5× after 8h only for employees earning <1.5× minimum wage (currently <$18/hr)
NV minimum wage $12.00/hr × 1.5 = $18.00 threshold confirmed.
Colorado requires daily overtime 1.5× after 12h or 12 consecutive hours
Colorado COMPS Order — Tier 1 issuing body.
Oregon manufacturing/canneries daily 10h overtime; agricultural overtime 48h weekly through 2026, 40h by 2027 (HB 4002)
HB 4002 phase-in: 55h (2023–2024), 48h (2025–2026), 40h from January 1, 2027.
Kentucky 7th-consecutive-day premium 1.5× when total weekly hours exceed 40 (KRS 337.050)
KRS 337.050 states the seventh-consecutive-day rule does NOT apply "in any case in which the employee is not permitted to work more than forty (40) hours during the workweek." Article reflects the ">40h precondition."
Connecticut hotel/restaurant 7th-consecutive-day premium 1.5× minimum wage
CT statute § 31-76b and CT DOL guidance both confirm the industry restriction and the 1.5× minimum-wage rate.
Hawaii public works construction daily 8h overtime (Chapter 104 HRS)
Wages and Hours of Employees on Public Works Law (Chapter 104, HRS) is the issuing-body Tier 1 source. Includes Saturday/Sunday/state-holiday overtime in addition to 8h daily.
North Dakota oilfield/construction daily 8h overtime
Tier 2 source used (state-OT-laws aggregator); ND Department of Labor and Human Rights would be the Tier 1 equivalent.
Missouri public works construction daily 10h overtime (RSMo § 290.230)
Statute text quoted: "work that exceeds ten hours in one day and work in excess of forty hours in one calendar week." Tier 1 issuing body. The 10h daily threshold is established in the prevailing wage statute, not the general overtime statute (290.505).
Wisconsin minors (16–17) daily 10h overtime
Tier 2 aggregator; Wisconsin DWD child-labor regulations would be Tier 1.
Rhode Island 1.5× premium for Sunday and holiday work — retail employees only (§25-3-3)
The rule applies to retail employees only. Article describes the retail-scope qualification inline.
New York 44h overtime threshold for live-in domestic workers; Section 161 day-of-rest law
NY DOL is the Tier 1 issuing body for both claims.
Maryland 60h weekly overtime threshold for agricultural workers exempt from FLSA
Kansas 46h weekly overtime threshold (non-FLSA-covered employers only)
The non-FLSA qualifier is critical — FLSA-covered employers in Kansas follow the federal 40h. Tier 2 aggregator; Kansas DOL would be Tier 1.
Minnesota 48h weekly overtime threshold (non-FLSA-covered employers only)
Same non-FLSA qualifier as Kansas.
Statute of limitations — 2 years federal (3 if willful); 4 years CA unfair-competition (Bus. & Prof. §17200)
FLSA 29 USC §255 statute of limitations confirms 2-year / 3-year willful structure. CA Bus. & Prof. Code §17200 confirms 4-year UCL window.
1 claim
27 states follow federal overtime rules only (named list)
Florida appears in both the quick-reference text and the enumerated state list; total state count is 27.
2 claims
Alexander v. FedEx Ground Package System, Inc., 765 F.3d 981 (9th Cir. 2014); $228M settlement 2015
Citation 765 F.3d 981 confirmed. 9th Circuit 2014 ruling held California FedEx Ground drivers were employees. $228M settlement is the canonical reported figure; some sources show net-to-plaintiffs of $226.5M plus $37.2M in attorney fees, but "$228M" is the headline.
State of Texas v. DOL (E.D. Tex., November 15, 2024) vacated the 2024 DOL rule entirely; threshold reverted to $684/week. Biden DOL appealed; new administration dropped the appeal; Fifth Circuit dismissed May 5, 2026; DOL formally rescinded the rule May 14, 2026
Appeal chronology: Biden DOL filed; the new administration dropped the appeal; Fifth Circuit dismissed May 5, 2026; DOL formally rescinded May 14, 2026.
2 claims
The Department of Labor recovered $259 million in back wages in fiscal year 2025; overtime violations account for ~80% of FLSA cases
DOL Wage and Hour Division FY 2025 enforcement totals: $259M in back wages recovered; ~80% of FLSA cases involve overtime claims. Article cites the precise FY 2025 figures.
FedEx Ground paid $228 million in 2015 to settle driver misclassification cases
$228M is the canonical reported figure across legal-industry sources.
52 unique sources cited across the report — click to audit any claim directly against its evidence.
Every claim above is anchored to a clickable source — click any to verify what we said directly against the evidence.
See our fact-checking methodology for the standards this report follows.
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