If you worked overtime and did not get paid, which labor law would help your claim?

The Fair Labor Standards Act (FLSA) is the correct choice because it specifically governs wage and hour laws in the United States. This includes regulations regarding minimum wage, overtime pay, and recordkeeping for employees. If you work overtime, the FLSA mandates that you should be compensated for that extra time worked, typically at one and a half times your regular rate of pay for hours worked over 40 in a workweek. Therefore, if you did not receive payment for your overtime hours, the FLSA provides the legal framework necessary to support a claim for unpaid overtime wages.

The other options relate to different areas of employment law. The Equal Opportunity Act focuses on preventing discrimination in employment based on race, color, religion, sex, or national origin and does not address wage and hour issues. The Equal Pay Act is concerned with equal pay for equal work among genders but is not specifically focused on overtime claims. The Civil Rights Act also deals with discrimination in employment but does not provide guidelines about payment for hours worked. Thus, the context of overtime compensation directly aligns with the provisions set forth in the Fair Labor Standards Act.