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Fair Labor Standards Act: A Case Study

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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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