Fair Labor Standards Act

1423 WordsOct 11, 20096 Pages
Fair Labor Standards Act Overview 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,”…show more content…
Currently at Regions Bank they don’t have any wage and hour issues at this time. However in the past they have had a couple wage and hour issue. One of the wage and hour issues they had is when they were paying on a semi-monthly payroll using a bi-weekly time card and standard hours. Even though this method of paying is legal, when employees left Regions Bank they thought that they were entitled to extra pay. This came about because of the confusing way the employees were paid and they thought that they were cheated out of their last pay. When the employees didn’t receive their extra pay they went and filed a claim with the state labor department. At least once a month Regions Bank was receiving complaints from the state labor department that some employees claim that Regions Bank cheated them out of their final pay. Regions Bank was able to prove to the state labor department that, at time the employees actually got paid more then what they were entitled to when they left Regions Bank. Regions Bank never cheated their employees on their final pay if anything they were over paid. The other wage an hour issue that Region Bank had was in mortgage department. This issue came about when they change an employee classification status from non-exempt to exempt. At the time when the changes happen the employee was not aware of it until she received her pay check and notice that she was not paid for the overtime she work. She then

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