FLSA Outline

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than $5.15 an hour. Overtime pay at a rate of not less than one and

In 1936 by President Roosevelt who signed the Fair Labor Standard Act(FLSA) making a federal minimum wage of .25 cents an hour (equivalent to $4.18 today)(Grossman) in order to maintain a “minimum standard of living necessary for health, efficiency and general well-being, without substantially curtailing employment”. This wage only affected about 20% of the entire labor force. The Fair labor Standards act was not always looked at being the best way to go, when it was enacted just like in today 's society it was fought against to raise the minimum wage. Many corporations were arguing against the creation of the

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.

For centuries, there has been a common relationship between employers and employees. Over the course of that time, the workplace and the jobs within it have evolved as new jobs were created, ways to execute tasks became more advanced and laws were enacted to put into place fair employment for those in the workforce. In 1938, congress would pass and President Roosevelt would sign the Wages and Hours Bill, more commonly known as the Fair Labor Standards Act of 1938 (FLSA). This federal statute introduced a 44 hour, seven day work week, established the national minimum wage, guaranteed overtime pay in specific types of jobs at a rate of “time and a half”, and it defines oppressive child labor, which prohibits most employment of minors. The FLSA applies to those employees engaged in interstate commerce or in the production of goods for commerce, unless the employer can claim an exemption from coverage.

Concerning the wage rate, the United States government has intervened to maintain a lower limit on the hourly wage rate of a worker’s labor by implementing a price floor known as the minimum wage rate. This legal floor on the market price of labor sets a minimum hourly pay rate for workers in the United States. Effective July 24, 2009 the federal minimum wage rate is $7.25; in states that also have minimum wage laws the employee may be subject to both federal and state minimum wage laws, in which case they are entitled to the higher minimum wage rate (U.S. Department of Labor Wage and Hour Division, 2011). Since the Fair Labor Standards Act (FLSA) was created in 1938 the federal minimum wage rate has gradually increased from $0.25 in 1938 to $7.25 present (U.S. Department of Labor Wage and Hour Division, 2011). Although continuing to increase the minimum wage rate may include potential positive factors, it would hinder the U.S. economy overall.

Considered to be a landmark, in 1938 President Franklin D. Roosevelt signed the Fair Labor Standards Act. The nation was experiencing social and economic development of judicial opposition and depression. This law set national minimum wages and maximum hours workers can be required to work. Incorporated into this law are overtime pay and established standards to prevent child-labor abuse. Consequently, in 1963 an amendment was made to this law, which prohibited wage discrimination against women.

By 1938 the Fair Labor Standard Act was probably one of the strongest change makers that were produced due to the fire – by establishing minimum wage, overtime pay, record keeping and youth employment standards affecting full time and part-time workers in the separate region and in federal, state and local governments. FLSA also set wages at the same rate and paid women for overtime as well prevented child labor until the age of 16 and older with limited working hours and jobs that children can work.

On Saturday, June 25, 1938, President Franklin D. Roosevelt signed 121 bills. Among these bills was a landmark law in the United States’ social and economic development—Fair Labor Standards Act of 1938 (FLSA) or otherwise known as the Wages and Hours Bill. This new law created a maximum forty-four hour workweek, guaranteed “time-and-a-half” for overtime hours in certain jobs, banned oppressive child labor, and established the nation’s first minimum wage. By definition, a minimum wage is the lowest wage permitted by law or by a special agreement (such as one with a labor union). Throughout the years, the minimum wage has been a central debate topic for the socioeconomic world and now in 2014, the debate has broken through the surface once

The United States has a plethora of labor laws in place to help clarify the rights of workers, employers, and even labor unions. Federal laws, such as the Fair Labor Standards Act, the National Labor Relations Act, the Civil Rights Act of 1964 and the Occupational Safety and Health Act helped form the working standards that we still use in today’s society. In the scope of minimum wage policy, The Fair Labor Standards Act (FLSA) helped pioneer the labor force in the US. The FLSA was the first federal statute (that was successfully passed) to introduce the forty-hour workweek, "time-and-a-half" for overtime work, the regulation of child labor, and set a national minimum wage for the first time. Like most federal statutes, adjustments needed to be made over its lifetime.

In general, these laws found in chapter 1 of our text are made to enforce and ensure proper wage, safety, and work hours for all individuals, without any form of discrimination, such as the FLSA act of 1938 and the Equal Pay Act of 1963 along with others found in this lesson. They also allow for medical issues or disabilities within the family such as the FMLA of 1993. The four groups can be categorized as income continuity, safety, pay discrimination and work hours. Others may be accommodating families with physical and mental disabilities and other wage laws. If I were to decide between the groups which is most important I would have to say that they would all be equally important

If you own a business that has employees (other than yourself), you may, at some point, need the help of a Fair Labor Standards attorney. The Fair Labor Standards Act (FLSA), enacted in 1938, established minimum wage, overtime pay, recordkeeping and child labor standards affecting full- and part-time workers in both the private and public sectors. As an employer, you must adhere to the provisions of the FLSA or face these legal or criminal actions that only an experienced Fair Labor Standards attorney can assist you with:

The FLSA regulates this to ensure that the employers are paying fair wages to their employee’s. FLSA also regulates hours worked by an employee to ensure that an employer is paying time and one half for all hours worked past forty in a work week. Minimum wages are different in some states. Many states also have state minimum wage laws.

Minimum wage introduced by the congress as the subdivision of the Fair Labor Standards Act (FLSA) in 1938. At that time, congress set the minimum wage at 25 cents an hour. According to Tricia Hussung, Business Analyst, in 1968, adjusted for inflation, the federal minimum wage

The Fair Labor Standards Act is an act that helped fix the unequal pay of labor to time ratio. President Franklin D. Roosevelt signed this act in 1938. The Fair Labor Standards Act helped employees so they were not having to do what