Labor Law and Human Capital

Working hours and over time in the US covers employees by the Fair Labor Standards Act. Employees must receive overtime pay if they work for more than 40 hours in a week. This is just like in Brazil, however there work week is up to 44 hours per week. Some workers are exempt from this rule like retailers or commissions and tips

More than a quarter of employers report that their people are clocking up increasing amounts of overtime and more than 60 per cent say that those extra hours are unpaid. Of particular interest was the 26 per cent of employers who told us that the amount of overtime being performed by their employees had increased in the past year. Too much work was given as the main reason for doing overtime, with 40 per cent citing it, while 20 per cent said they stayed late because of pressure from colleagues. More than one in 10 (11 per cent) of those workers questioned said they remained in the office because they were afraid they might lose their job if they didn't clock up extra

Employers should familiarize themselves with the laws regarding overtime and meal and rest periods in the states in which they operate. It is recommended that employers consult with an attorney in developing and implementing a policy on mandatory overtime, as they should with any new

There are three main factors that Amy should use to determine whether Jane and her fellow shift workers are exempt or non-exempt. The first element is the salary criteria for the employees (Vogel et al., 2007). All the states in the United States are covered under the FLSA guidelines and should compensate the employees accordingly to avoid any possible disputes arising from employee suing the business for mistreatment. The Non-exempt personnel must be rewarded for the hours they work overtime; the normal working hours for these employees are forty hours in a week. The exempt employees, on the other hand, are not eligible for payments of any overtime unless they have an individual agreement with the company. If an employee is salaried by the company does not mean that they are exempted. The personnel in the organizations under the FLSA except some cases defined by the law such as the lawyers and doctors have to

The shift leaders are correctly classified as exempt. They meet all the conditions under the Fair Labor Standards Act of an exempt employee in any company. Exempt employees are workers who due to their responsibilities and positional duties as well as the level of authority in the decision-making process in the business, are exempt by the law (Fair Labor Standards Act) from getting the overtime provisions (Kilberg et al., 2009). Despite the personnel being nonexempt or exempt it highly contingent on the payments that the employee receives and the mode of payment. The job duties that they perform in the company also greatly determine whether at the end of the day they will receive the compensation regarding overtime overpayments. The exempt personnel, however, are expected by the businesses they work for to do their duties for whatsoever hours that is essential to complete the deliverables and the goals of their exempt working positions. Henceforth, the exempt workers should have more tractability in their timetables to perform the duties as needed to achieve the tasks in the organization than when compared to the flexibility of the hourly employees and the non-exempt (Vogel et al., 2007).

More than four million workers will benefit from the new ruling Obama stated regarding overtime. The Overtime Law 2016 indicates that if you work more than 40 hours a week, employees should get paid for it or get extra time off to spend with family and loved ones.

I ask for every employee to understand that we are a facility that may run 7 days we will try to keep it 6 days but that may not always be the case as your on-site Manager I request that you try and cooperate with you branches to fill this account on the daily bases If you cannot work 7 days then you need to take a day off during work week Monday-Friday weekends will only be given to those who have been here for years and only if Branches are sure that our numbers have been covered and that you do not currently hold a key position with us.

The Fair Labor Standards Act (FLSA) of 1938 established a federal minimum wage and rules regarding overtime pay and documentation. The FLSA applies to employees in the private sector and in local, state and federal government agencies. The rate of overtime pay, which is one and one-half times the regular rate of pay, kicks into effect after 40 hours of work are reached in a workweek. There are no limits on the number of hours an employee who is 16 years or older may work in any workweek. Bear in mind that the FLSA doesn’t require employers to pay overtime for work on holidays and weekends unless there is overtime involved. The hours worked only apply to the time employees are

Every organization is responsible for ensuring that the organization follows legal, safety, and regulatory requirements when dealing with the employees of the organization. This responsibility falls to the human resources department. The human resources department must be experts in these areas to fully be able to train the employees.

I believe six-hour work days will work because you dont need more than a couple hours to complete or do most of your work.

I am a Human Resource (HR) Director of a for-profit company with 500 employees, in this role I will be confronted with many issues. The challenges brought about from technology, globalization, and diversity will impact my role and how legislation will be passed to address these challenges. The next ten years can no doubt bring about legal pitfalls that will impact my organization. Therefore, I will discuss and reflect on the laws I see missing to protect my company from liability and protect my employees from harm. I will also discuss why I think it is important to bring in legal counsel for guidance and when I am confident handling HR issues on my own. In addition, I will highlight the current laws I believe are helping my organization from an employment standpoint. My refection of those areas ultimately leads me to my thoughts on how I plan on addressing what makes me most anxious in this role regarding HR law. Developing a plan to grow my HR law knowledge to minimize my anxiety is the key to my success. By writing this paper I am able to think strategically about all I have learned regarding HR law and how I can use the knowledge in an aspiring role.

In today's work field, to be considered a full-time employee is to work eight hour days which equates to 40 hours a week. In my own experience, I have found that working shorter hour days leads to happier employees and people feeling more energetic and overall pleased to be at work.

The ability to monitor the hours worked by employees which was not required prior to the inclusion in overtime pay. Important aspect not yet addressed is that the regulatory change under consideration by the DOL will likely cause compensating adjustments in employment arrangements that are more necessary than the adjustments put forth by the DOL. Throughout our analysis, we assume it is relatively cost-free for both employers and regulators to monitor and document the number of hours that salaried employees work each week. Although this assumption might hold for some types of salaried employees, it likely does not hold for many of them and surely does not hold for all of

What is your average workweek? According to the Organisation for Economic Co-operation and Development over sixty six percent of women and eighty-eight percent of men in America work over 40 hours each week (4). Yet not everyone receives overtime pay. Executives, teachers, managers and others are not required by law to receive overtime pay (U.S. Cong. Federal Labor). These and other professions are labeled exempt from the Fair Labor Standards Act. An exempt profession, when put on a salary, is not protected by the FLSA and can work as many hours as required with no extra compensation. According to a new bill, S. 1747 The Computer Professionals Update Act , legislators would extend these exemptions to other IT professions (27-31). In a

Companies are interested in leveraging relationships with their employees in order to improve the quality of the health care they provide. Labor relations refer to managing situations between companies and their employees in different unions. This activity is usually attributed to human resources management. Therefore, this ensures that the objectives of the company are reflected by these relations.