Overtime Pay Violations

The Fair Work Commission has reviewed penalty rates in many businesses such as hospitality, restaurants and retail industry awards. According to section 156 of the Fair Work Act 2009, there is a need to deal with this issue as a prospectus of a broader review of modern awards. As per The Australian Fair Work Commission, there is a reduction of 5 % in Sunday penalty rates in this year for workers, who are working in hospitality and this will increase to 10% in 2018 and 2018 as well. The same trend can be seen in the retail or pharmacy sectors and their worker will have to take home Sunday cut by 5% this year and until 2020, it will reduce by a further 15%.This imperative has advantages and disadvantages as well. Business giants have appreciated the decision and said that they can open their business on weekends and will be able to hire more employees. JB Hi-Fi and Myer will fall under the categories of those big retailers who will get benefits from these changes. On the other hands, retail workers will face the biggest hit. For example, employees working in the hospitality sector will face the reduction in the rates from 175% to 150%, however, casuals will get will same rates without any changes.

Businesses are continuously growing over time as technology advances and people find better and more efficient ways of production. With the expansion of a business, companies need more laborers and workers to help make their company successful. However, instead of hiring more people, business owners forced workers to work long shifts with very minimal pay. While muckrakers brought much attention to

Immigrant workers comply with the policy rules of the workplace, but the workplace does not comply with paying the right salary. This shows that immigrants are taken advantage of by their employer. Not to mention, the fear of deportation, many jobs are ransacked by government officials at any time for hiring illegal immigrants. As a result of this, immigrants are forced to flee in search of a new workplace. Immigrants suffer financially through having unstable jobs and sending money back to their homeland. Considering this, large amounts of immigrants are being deprived of the correct salary and should be granted

In this article the authors focus on the uncompensated wages that workers do not receive. They explained that across the US, violations of the minimum wage laws is becoming more common. The three largest municipalities under scrutiny are Chicago, New York and Los Angeles. In addition to not being fairly compensated for their work, low income workers have to deal with added stress imposed by managers, as to breaks while at work, not being compensated for work when asked to perform their duties and being paid late. Which can cause additional issues with bill collectors for late payments. According to the FLSA, states are able to supersede federal mandates by increasing standards of the legislation, not to lower it. However, to thwart the misbehavior

According to Elizabeth Sykes’ PowerPoint (2017), employees in Ontario are currently required to work forty four hours a week before they can begin to receive overtime pay. Meanwhile, Americans covered by the FLSA enjoy having to work four hours less before overtime kicks in (US DoL, 2017). In the proposal for the new ESA, employees would be entitled to a forty-hour minimum before overtime. This would effectively bring us up to par with America’s Overtime Laws. This potential change would surly benefit employees, especially the ones who enjoy their job and never minded overtime in the first

As indicated by the Bureau of Labor Statistics, just around 5 percent of U.S. hourly-paid employees have payment at or beneath the overall government minimum. The minimum wage laborers have a tendency

The problem to be addressed in this study, is the ineffective United States' federal wage compensation bylaws that continue to impose crucial financial hardship on low wage households (Devinatz, 2013; Hovenga et al, 2013; Konczal, 2014). Over the last several decades, the federal government has established and modified numerous bylaws; however, wage compensation is the least effective legislation in today’s economy (Clain, 2012). Due to the increase in the cost of living, it is evident that the minimum wage has not caught up with the cost of living (Hovenga, 2013). While the federal government establishes bylaws for the country, each state government and municipalities develop its own statutes for wage compensation (Devinatz, 2013). However,

So this raises the question, is using forced labor acceptable if it is for the overall good of the company, customers, and economy? The International Labor Organization defines forced labor as “all work or service, which is exacted from any person under the menace of any penalty and for which said person has not offered himself voluntarily.” ("Understanding the Role of Labor Recruiters….”). Apple used forced labor; they faced many problems in 2012 dealing with forced labor and awful working conditions. Workers in Apple factories received pay for only a part of the time they worked, and the pay given was only about $1 an hour. Workers described the conditions as “excessive overtime without a single day off a week, living together in crowded dorms and exposure to dangerous chemicals, and standing so long our legs swell where we can’t walk after a 24-hour shift” (Duell). Apple threatened to fire employees if they left a 24-hour shift, even though by law, employees cannot work more than a 12 hour shift. On top of the threat of a worker losing their jobs, Apple also did not pay workers for their excessive, overtime hours.

Sweatshops were not as abundant as they were in the 80’s because back then old remodeled bachelor pads were used. There was a plain structure within the workplace; the employees would be paid based on how many items of clothing they made and vacation days or health coverage were unheard of. Since the amount of clothing made determined pay, many employees worked 12 to 15 hour days. "[My mother] was working so many hours. . . . She came home so late that one day when she came home early I asked her who she was because I didn't know her.” - Winifred C. Chin (APA NYU 3). As time went on, more buildings were put up for the use of sweatshops. In a document written by the GAO, it was mentioned that there were around 145 establishments that violated federal wage laws between 1986 and 1988, all of which were presumably Chinatown

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

Mandatory overtime has been up for debate for quite some time. It is defined as hospitals having the need to maintain sufficient numbers of staff through forced overtime totaling twelve to sixteen hours worked with only an hour’s notice to the nurse. These nurses feel that they are not able to refuse mandatory overtime because of fatigue or having the feeling of not being able to provide safe patient care. Mandated overtime is cases such as a mass causality or an unforeseen emergency however do not fall into this category. Some states have regulations in place that prevents this but ultimately it is up to the hospital on whether or not it will be followed. A mandatory resolution was approved on March 15, 2001 stating

Workers from thirty different countries are protesting in cities because they demand higher wages. They are also protesting the “zero hour contract.” This means that the employer does not have to give them a certain amount of hours.

The Fair Labor Standards Act (FLSA) addresses issues of overtime, pay child labor, and minimum wage. Also per the FLSA, it is required of employers to properly classify employees as either exempt or non-exempt, based on the primary duties and responsibilities of the position. Keeping in mind that the title of the position has no bearing on determining the classification. Now, it is common knowledge that companies find ways to classify employees as exempt, to avoid compensating for overtime. Overtime pay is a requirement of FLSA that is costly, in that employers are required to pay time and a half for hours worked over 40 hours in a work week, in addition to regular pay. This not only affects expenses but productivity as well. Take for example a nonexempt employee who does not

The Universal Declaration of Human Rights set forth by the United Nations in 1950, article 25, paragraph 1 states, “Everyone has the right to a standard of living adequate for the health and well-being of himself and of his family, including food, clothing, housing and medical care and necessary socital services, and the right to security in the event of unemployment, sickness, disability, widowhood, old age or other lack of livelihood in circumstances beyond his control” (“Universal Declaration of Human”). This declaration explains that if a person is unable to meet their basic needs while having a job then a standard wage should be enforced much like the birth of minimum wage laws. However, now minimum wage laws need to either evolve or a new mechanism needs to be put in place. In this paper is the exploration of living wages in today’s modern society and how efficient they are.

Like stated in “Secrets, Lies, and Sweatshops”, many sweatshops keep double sets of books to fool auditors. A compliance manager for a major multinational company who has overseen many factory audits says that the percentage of Chinese suppliers caught submitting false payroll records has risen from 46% to 75% in the past four years (Roberts and Engardio 530). The same manager also stated that only about 20% of Chinese suppliers comply with wage rules, while just 5% obey hour limitations (Roberts and Engardio