The Fair Labor Standards Act (“FLSA”) requires all employers to pay non-exempt employees at least the federal minimum wage for all hours worked. When a non-exempt employee works over 40 hours in a single workweek, the FLSA requires employers to pay overtime at a rate of one and one-half times that employee’s regular rate of pay. What happens when non-exempt employees earn a bonus on top of their regular rate of pay during a workweek in which they work over 40 hours? The answer depends on the type of bonus paid. Join Scott Cruz, Labor and Employment Partner at UB Greensfelder for an informative webinar in which Scott will address the distinction between discretionary and non-discretionary bonuses, and explain why that distinction matters for purposes of wage and hour law compliance, and to avoid liability under the FLSA.