If an employer is required to work overtime but is not paid for the overtime worked, what amount can the Secretary of Labor require the employer to pay?

In scenarios where an employee is mandated to work overtime but does not receive payment for that overtime, the Secretary of Labor has specific guidelines for the amounts owed to the employee. The correct answer is that the Secretary of Labor can require the employer to pay twice the overtime pay. This is grounded in the provisions of the Fair Labor Standards Act (FLSA), which stipulates that when employers violate wage and hour laws, they can be liable not just for the unpaid wages but also for liquidated damages. These damages are typically calculated as an amount equal to the unpaid wages, effectively doubling the compensation owed to the employee.

This emphasis on ensuring fair reimbursement is designed to reinforce compliance with labor standards and serves as a deterrent against wage theft. The intention is not only to restore the rightful pay to the employee but also to penalize the employer to prevent future violations.