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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.

State and federal laws grant workers in Texas, and elsewhere, certain protections. One such law is Title VII of the Civil Rights Act of 1964. Actual or perceived violations of this law could result in disputes between you and your employees.

Firstly, one of the main facts of this case is the fact that the company refused to hire a covered woman due to her religious practices and beliefs. According to the New York Times website, Mrs. Elauf felt, as she states it in Liptak’s article, discriminated and “disrespected because of her religious beliefs” (Liptak, 2015). She explains how the company action results in a religious discrimination which is prohibited by the Title VII of the Civil Rights Act of 1964. Samantha also declares that the denial of her being hired is a result of an unequal treatment against her due to her religious beliefs although she is an American citizen. All Samantha Elauf tried to do was get a job in a company where she is used to be a customer as she enjoys fashion and thought she would receive the same treatment another American uncovered woman would receive as they are both American citizens thus should receive equal treatment no matter what the professional situations are. Yet, she was refused a job she could have obtained in

In May 2016, President Obama and Secretary Perez announced The Fair Labor Standards Act, intended to require employers to compensate employees for overtime. The FLSA was designed to extend overtime protections to

2. Under the FLSA, what information concerning the employee's wages earned must be maintained by the employer?

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

The first acknowledgment of an employer is ensuring compliance with the FLSA is to ensure all employees are classified correctly either under exempt or non-exempt. When a liability by curtailing claims for not accurately compensating employees for any overtime worked. Additionally, an employer should make sure to train their management team to be able to determine exactly what employees are considered exempt and non-exempt (SHRM,

Overtime: Federal overtime provisions can be found in the Fair Labor Standards Act (FLSA). Employees who are not exempt from overtime regulations are covered by the Act and employers are required to provide them with overtime pay for hours worked

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.

The Fair Labor Standards Act requires employers of hourly employees to pay a minimum amount of salary to each employee. This prevents employees from being underpaid for a position. This act also requires employers to pay more per hour to employees who work an excess of 40 hours per week. While this act primarily protects employees it also works as a checks and balances system for employers by forcing companies to budget wisely, hire employees according to their needs, and supervise employees appropriately. Would you rather hire an additional employee or pay four employees 10 hours of overtime pay each week? I would rather hire an additional employee for half the cost of 40 hours of overtime.

Impact of Labor LawsLabors laws impact businesses the most because they dictate how businesses are run, their daily productivity, and expenditures. Federal labor laws protect the interest of employees by setting strict standards for organizations to follow. Regulations schedule breaks, wages, safe working conditions, unemployment insurance. There are federal standards that organizations must abide by and state regulations which never go below the federal standards. Federal laws set a minimum standard and state governments decide what is appropriate for their state (keeping in mind the cost of living standards). Federal and state regulations dictate the age of employees including hours and breaks. There are strict restrictions about the type of work environment children can work in; allowing children to work in hazardous conditions is strictly prohibited under federal law (US (Department of Labor, 2008.) Employers must abide by federal regulations to compensate employees for working more than 40 hours per week. At some organizations unions are established to defend the rights of employees. Unions are a powerful force in the United States and are able to negotiate further for wages; holiday pay, fight against disciplinary action, and other challenges employees deal with on a daily basis.

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