After reading up on the Fair Labor Standards Act, I would agree that Jane’s position should be classified as exempt. The U.S. Department of Labor Wage and Hour Division quantify the classification of executive exemption. Among these requirements are the employee must be compensated above minimum wage. Jane is paid more than other associates so we make the assumption that Jane is paid more than $455 weekly based on a 2010 finding that the average annual salaried employee was $44,283.30 (Martocchio, 2013). This breaks down to approximately $923 weekly. The employee’s primary duty must be managing the business. Jane runs the floor and can make decision on behalf of the company giving her a hand in running the business. Another requirement is
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‘The Health and safety at Work Act 1974 is the primary piece of legislation covering occupational health and safety in Great Britain.’ - Health and Safety at Work Act etc 1974 (n.d.)
The Ontario Labour Relations Board (OLRB) is an independent, quasi-judicial tribunal mandated to mediate and adjudicate a variety of employment and labour relations-related matters under a number of Ontario Statutes.
According to the Government of BC website, the Employment Standards Act is provincial legislation put in place to protect the rights and freedoms of BC workers and employers (2011). Furthermore, the Act itself exists to ensure that there are basic standards for employment throughout our province, as well as allowing both employees and employers to be protected by these standards in the case of a dispute (bclaws.ca, 1980). The act includes regulations which outline employee’s rights with regards to such things as minimum wage; overtime and vacation pay. It is imperative for human resources professionals to understand this Act - as it not only protects organizations legally, but it
The Fair Labor Standards Act has been amended many times and is virtually an ever-changing law, however, it does not cover all employees. There are several classes of “exempt” employees, including salaried employees in the executive/managerial, administrative, and professional areas. Outside salespeople are also considered exempt. One of the issues facing companies today is knowing which employees are exempt and which are non-exempt. There are tests to determine if an employee is exempt. In 2004 the tests changed to a standard test, which is whether or not the employee’s salary is $455/week or greater and the duties test, which allows for exempt status if more than 50% of the work performed by an individual is “exempt work.” (Pass and Broadwater) Exempt employees do not receive overtime pay, which can be a substantial cost savings to a company. My previous employer required that an exempt manager close the center each night even though we had non-exempt team leads who acted as managers in most capacities. The reason was to avoid overtime costs.
“Successful negotiation is not about getting to ‘yes’; it’s about mastering ‘no’ and understanding the path to an agreement is” (Christopher Voss). During the negotiation process, there are a lot of moving parts and personalities. In addition, hurt feelings can all too often get in the way. The bottom line of any negotiation is to reach a settlement that will mutually benefit both parties. It’s a challenging situation by which compromise or agreement is reached while attempting to avoid arguments and disputes.
For this project, I was a member on the union team and we were to bargain for a new labor contract for our union, the United Chemical and Plastic Workers (UCPW), with our employer, the Harper Container Corporation (HCC). I participated in Week 9 as our Chief negotiator.
Appellee violates the federal fair labor standard acts by designating an employee as a “manager” who is entitled to overtime pay when that employee’s primary job responsibilities do not require supervising other employees or exercising independent judgment, but do require day to day maintenance activities as well as retail sales.
Wages and work hours are regulated in employment. Wage and hour is usually controlled by the U.S. Department of Labor at the federal level. Over time and minimum wage are some of the things established under wage and hour law. Wage and hour law that’s set at the federal level is done by the Fair Labor Standards Act (FLSA). However, other factors can impact the minimum wage. Wage and hour laws can differ from state to state and even city to city. A vote to create a “living wage” has been a popular idea in many cities. $7.25 per hour is the federal minimum wage currently. Employees who work more than forty hours a week get paid overtime. FLSA standards require overtime pay to be one and a half times the regular pay rate. In 2016 the Department
The Fair Labor Standards Act of 1938, as amended is also referred to as "the Act" or "FLSA". The Act provides for minimum standards for both wages and overtime entitlement, and spells out administrative procedures by which covered work time must be compensated. FLSA also include provisions related to child labor, equal pay, and portal-to-portal activities. A general overview of FLSA is that it establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local government. In 1974 the Fair Labor Standards Act began applying to employees of the United States Federal Government. ( para.1, 2,”
In general the Fair Labor Standards Act (FLSA) has set a general rule that allows minor as young as 14 years of age to work. Of course there are limits to the amount of hours worked. The military requires a minimum age of 17 with parents consent to join. Wow a 17 year old can be allowed to carry and M16 A4 rifle and fight for his/her country. But the National Basketball Association wants to up the age to 20 years old.
President Franklin D. Roosevelt signed 121 bills on Saturday, June 25, 1938 to avoid pocket vetoes 9 days after Congress adjournment. A landmark law in the nation’s social and economic development was among those 121 bills. This bill was titled Fair Labor Standards Act of 1938. The minimum hourly wage was set at $0.25, and the maximum work week at 44 hours. President Roosevelt also warned the day before the signing to not let any executives with a $1000.00 a day income cry catastrophe; that an $11.00 a week wage will have a disastrous effect on the American industry (1938). Oddly, a well-known news commentator made almost the exact response forty years later as President Roosevelt. That same emotion can be felt today when it comes
Unions have made a monumental impact on today’s working conditions, before unions were established working conditions were poor, unsafe and had no vacations or holidays. It wasn’t until 1886, when Samuel Gompers created the American Federation of Labor that employers could do and treat employees however they pleased. Samuel Gompers set the union movement into motion, which later helped establish the Sherman Anti-trust Act in 1890. The act helped protect individuals from monopolies created by big businesses. The Clayton Act was established in 1914, allowing the workforce to organize and shortly after in, 1932 the union gained power with the creation of the Morris La-Guardia Act (Scalza, 2008). These establishments played a crucial role in helping to
fact, when U.S. senators requested the Labor department investigate the matter, they found lawsuits that went all the way back to 1999 for the same type of behavior (Egan, 2016). According to the Fair Labor Standards Act of 1938 the maltreatment behavior of the Wells Fargo managers against their employees was unlawful, this act was created to protect employees from being forced to work extra hours for little or no pay and instead guaranteed time-and-half rates for anything over a 40-hour workweek (Thomas, 2014). In response to these claims Wells Fargo issued a statement that insists they comply with the FSLA and that their employees are paid fairly. However, once again Grourley testified that during his time with the bank, managers would
Along with the consequences that it would have on urban areas. Goldschmidt also felt that “the regulations of the Labor Relations Act should be applied to the agricultural sector and that unions should not only be allowed to develop, but should be encouraged”. (Goldschmidt).
Sadly, she is still paid less than the men at her job. If she is truly one of the best employees then she should be given a raise instead of being awarded less cash. It is illegal to not hire someone based on their race, yet it is legal to pay a woman less due to her sex. It should be clear to everyone that women are treated poorly and unfairly in the workplace everyday.