Federal Agricultural Employees FLSA Rights Poster

1-866-487-9243
TTY: 1-877-889-5627
www.dol.gov/whd
WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR
AGRICULTURAL EMPLOYEES
WH1386 REV 07/16
MINIMUM WAGEThe Fair Labor Standards Act requires the payment of the minimum wage listed above if you 
perform covered work for an employer who used more than 500 man-days of farm labor in any 
calendar quarter of the preceding year. A man-day means any day when an employee (except for 
a member of the employer’s immediate family) does agricultural work for at least one hour.
Note: Under specific exemptions in the law, employers do not have to pay the minimum wage to 
the following:
• Members of the employer’s immediate family;
• Local hand-harvest workers who are paid on a piece-rate basis and who worked fewer 
than 13 weeks in agriculture during the preceding calendar year;
• Migrant hand-harvest workers 16 and younger who are employed on the same farm as 
their parents and who receive the same piece rates as employees older than 16 working on 
the same farm;
• Workers mainly engaged in the range production of livestock.
CHILD LABORAt age 16, you may work at any time in any farm job, including those dec\
lared hazardous by the 
Secretary of Labor. At age 14, you may work in nonhazardous farm jobs outside school hours. 
Minors 12 and 13 years old may work outside school hours with written pa\
rental consent or 
on farms where a parent of the minor is employed, and those under 12 may work with parental 
consent outside school hours on farms not subject to the minimum wage. A\
lthough the FLSA 
authorizes the Secretary of Labor to issue waivers that would, under specified conditions, \
permit 
the employment of local minors 10 and 11 years of age to work outside sc\
hool hours in the hand 
harvesting of crops, the Department of Labor has been enjoined from issuing such waivers since 
1980.
ENFORCEMENTThe Department has authority to recover back wages and an equal amount in liquidated 
damages in instances of minimum wage, overtime, and other violations. Th\
e Department may 
litigate and/or recommend criminal prosecution. Employers may be assessed civil money 
penalties for each willful or repeated violation of the minimum wage or overtime pay provisions 
of the law. Civil money penalties may also be assessed for violations of the FLSA’s child labor 
provisions. Heightened civil money penalties may be assessed for each chil\
d labor violation 
that results in the death or serious injury of any minor employee, and such as\
sessments may 
be doubled when the violations are determined to be willful or repeated. The law also prohibits 
retaliating against or discharging workers who file a complaint or participate in any proceeding 
under the FLSA.
ADDITIONAL 
INFORMATION
• Some state laws provide greater employee protections; employers must comply with both.
• Certain full-time students, student learners, apprentices, and workers with disabilities may be 
paid less than the minimum wage under special certificates issued by the\
 Department of the 
Labor.
• The law requires employers to display this poster where employees can readily see it.
EMPLOYEE RIGHTS
UNDER THE FAIR LABOR STANDARDS ACT
The law requires employers to display this poster where employees can readily see it.