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Our Practice Areas
Wage and Hour Laws
Understanding Wage and Hour Laws
Wage and hour laws in South Dakota govern the compensation of workers and the hours they work, ensuring that employees are fairly remunerated and protected from exploitation. These laws, while mirroring federal Fair Labor Standards Act (FLSA) guidelines, may have specific provisions unique to South Dakota. They address aspects such as the state's minimum wage, overtime requirements, breaks, and child labor restrictions.
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WHAT YOU NEED TO KNOW

Navigating Wage and
Hour Laws

Understanding wage and hour laws is crucial for both employers and employees to ensure fair compensation and compliance with legal regulations. In South Dakota, wage and hour laws govern various aspects of employment, including minimum wage, overtime, and other compensation-related matters. This comprehensive guide will shed light on employment law ,key wage and hour laws in South Dakota, providing essential information for employers and workers alike.

Minimum Wage in South Dakota:


Standard Minimum Wage: The federal minimum wage is $7.25 per hour. However, effective January 1, 2023, South Dakota’s minimum wage is $10.80 per hour. Under South Dakota law, the minimum wage is adjusted annually, so it is essential to stay updated on any changes to the minimum wage.

Tipped Employees: Tipped employees in South Dakota may be paid a lower cash wage, provided that their tips combined with the cash wage equal at least the standard minimum wage. Employers are required to ensure that tipped employees' earnings meet or exceed the minimum wage.

Overtime Regulations:


Overtime Pay: Under federal law, non-exempt employees are entitled to overtime pay at a rate of 1.5 times their regular hourly rate for all hours worked beyond 40 hours in a workweek.

Exemptions: Certain employees are exempt from overtime pay requirements, including those classified as executive, administrative, professional, and certain other categories.

South Dakota Specifics: While South Dakota generally follows federal overtime regulations, it's essential to understand any specific state rules or exceptions that may apply.

Meal and Rest Breaks


Meal Breaks: South Dakota does not have specific laws mandating meal breaks for adult employees. However, employers are encouraged to provide reasonable meal breaks to employees, particularly if stipulated in employment agreements or company policies.

Rest Breaks: Similarly, South Dakota does not require employers to provide rest breaks. Nonetheless, many employers choose to offer short breaks to promote employee well-being and productivity.

Recordkeeping and Pay Statements:


Recordkeeping: Employers are required to maintain accurate records of employees' hours worked, wages paid, and other relevant employment information. This includes timecards, payroll records, and more.

Pay Statements: Employees in South Dakota must receive pay statements that detail important information such as hours worked, wages earned, deductions, and other pertinent details.

Child Labor Laws: South Dakota has regulations in place to protect the well-being of young workers. These laws place restrictions on the types of work minors can perform, as well as limitations on working hours and conditions.
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Breaks and Meal Periods in South Dakota

Break and meal period regulations are essential components of labor laws that ensure employees have adequate opportunities to rest and rejuvenate during their work shifts. Here's a more comprehensive overview of break and meal period regulations in South Dakota:

Meal Periods: South Dakota state law does not mandate employers to provide meal periods or lunch breaks to adult employees. However, employers can choose to offer meal breaks if they wish. If provided, the time for a meal period is generally unpaid. During this time, employees should be completely relieved of their work responsibilities, allowing them to enjoy an uninterrupted break.

Rest Breaks: Similar to meal periods, South Dakota does not require employers to offer specific rest breaks for adult employees. Unlike some other states, there are no regulations stipulating that employers must provide short rest breaks during the workday.

Minors: South Dakota's labor laws offer specific provisions for employees under the age of 16. If a minor works more than five consecutive hours, they must be given a 30-minute meal break. Importantly, during this meal break, the minor must be fully relieved of their work duties.

Employee Agreements and Collective Bargaining: While South Dakota doesn't impose mandatory break or rest period regulations, employers can choose to provide breaks based on their own policies, employment agreements, or collective bargaining agreements. Many companies understand the importance of allowing employees to take short breaks throughout the day to enhance productivity and well-being.

Federal Regulations: While South Dakota does not have state-specific requirements for breaks and meal periods, it's important to note that certain industries might be subject to federal regulations. For example, the Fair Labor Standards Act (FLSA) enforced by the U.S. Department of Labor outlines provisions for meal and rest breaks in specific industries, such as nursing.

Employee Well-Being: While not legally mandated in South Dakota, providing breaks and meal periods can contribute to a healthier and more productive workforce. Employers who prioritize their employees' well-being often create policies that allow for short breaks to help prevent burnout and maintain job satisfaction.

Union Agreements: In cases where employees are covered by a union agreement or collective bargaining agreement, break and meal period regulations may be negotiated between the employer and the union.

Adherence to Federal Laws: Even in the absence of state-specific regulations, employers in South Dakota must adhere to federal laws, such as the Fair Labor Standards Act, which governs wage and hour practices, including overtime pay and breaks, at the federal level.

It's important to remember that labor laws can evolve, and practices might vary depending on the specific industry and employer. If you have questions about breaks and meal periods in your workplace, consulting with your employer's HR department or legal counsel is recommended for the most accurate and up-to-date information.
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Overtime Rules and
Exemptions in South Dakota

Overtime regulations dictate how employers must compensate employees who work beyond a certain number of hours in a workweek. Here's an overview of overtime rules and exemptions in South Dakota:

Overtime Pay: Under federal law, non-exempt employees are generally entitled to receive overtime pay at a rate of 1.5 times their regular hourly wage for all hours worked beyond 40 hours in a workweek. This federal standard applies in South Dakota.

Exemptions: Certain categories of employees are exempt from overtime pay requirements. Common exemptions include:

-Executive, Administrative, and Professional Exemption: Employees who meet certain job duties and salary criteria might be exempt from overtime pay if they primarily perform executive, administrative, or professional duties.

-Highly Compensated Employees: Employees who earn a high salary and primarily perform office or non-manual work might qualify for this exemption.

-Outside Sales Exemption: Employees whose primary job is making sales outside of the employer's place of business might be exempt. Certain Industries: Some industries, such as certain agricultural and seasonal businesses, have specific exemptions based on the nature of the work.

It's important to note that exemption criteria are complex and might involve both job duties and salary thresholds. Employers should ensure that they classify employees accurately and comply with both federal and state regulations.

How Denevan Falon Joyce Can Help



Expert Guidance: The legal team at Denevan Falon Joyce offers knowledgeable advice on South Dakota's wage and hour laws, ensuring both employers and employees understand their rights and obligations.

Representation in Disputes: If disputes arise over pay, overtime, breaks, or other wage-related issues, the attorneys can represent clients in negotiations, mediations, or court proceedings.

Drafting and Reviewing Policies: Attorneys can help businesses draft or review employment policies, ensuring they are up-to-date and in line with current wage and hour regulations.

Claim Investigation: For employees who believe they've been unfairly compensated, the firm can investigate claims, gather necessary evidence, and advise on the best course of action.

Updates on Legislation Changes: With laws and regulations frequently evolving, the firm ensures clients are informed about any significant changes that might affect their operations or rights.

By seeking the expertise of a South Dakota employment law attorneys at Denevan Falon Joyce, individuals and businesses can navigate the complexities of South Dakota's wage and hour laws with confidence.
AN IN-DEPTH LOOK

Denevan Falon Joyce
Experience That Matters

Racial Discrimination & Harassment: Our South Dakota employment law attorneys represented an individual who was verbally and physically assaulted in the workplace on the basis of his race and ethnicity and suffered significant emotional distress as a result of the experience.

Pregnancy Discrimination: Our attorneys represented an individual who was disciplined due to her need to take leave and attend medical appointments for a high-risk pregnancy, was repeatedly denied timely, private breaks to express breast milk, and was ultimately terminated after she voiced concerns to her supervisor.

Sexual Harassment: Our attorneys represented an individual who received hundreds of suggestive messages from her supervisor and was threatened with a demotion based on her complaints to management.
Retaliation & Age Discrimination: Our attorneys represented an individual who, as a manager, forwarded a concern that a subordinate employee was being sexually harassed. When he advocated for the harassed employee in the course of the ensuing investigation, his employment was terminated.

Sexual Harassment: Our attorneys represented an individual who, along with her co-workers, was repeatedly subjected to suggestive comments, jokes, and other conduct in the workplace, causing her to make the decision to leave her position with the company.

Disability Discrimination: Our attorneys represented an individual who was terminated for various unsubstantiated allegations that he had violated company policy after he requested accommodations for a mental health condition.
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