The United States Department of Labor Laws

The first place an employer would want to start in order to understand which laws affect them as an employer is compliance assistance information and resources. Under the website subheading, Help Navigating Department of Labor Laws and Regulation it gives a general definition of compliance assistance. It states, that compliance assistance is an important part of the Department’s effort to protect the wages, health benefits, retirement security, employment rights, safety, and health of American’s workforce

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.

Litigation and Implication. Although Lewis & Lambert have not had any litigation regarding unfair labor practices, three counterparts in Local 68 have had allegations against them regarding Duty

employees, their hiring and firing, particularly regarding discrimination. There are Federal, state, and local laws

In the 1930’s a huge factor lead to the passage of income continuity, the Great Depression. During the Great Depression scores of businesses failed, and many workers became chronically unemployed (Martoccho, 2015). The Great Depression brought the demise of smaller businesses and forced many to work in the larger factories. Subsequently, these conditions lead to the passage of the Fair Labor Standards Act of 1938 (FLSA). Since 1938 the federal government has broadened the scope of the FLSA in 1947 twice through the passage of two acts: Portal-to-Portal Act of 1947 and the Equal Pay Act of 1963 (Martoccho, 2015). These acts are depicted to address the child labor provisions, minimum wage, and overtime pay.

Employment laws are very important for all types of businesses to follow. The employment laws dictate and guide employers on how to proceed in situations with employees, and how everyone is to be treated. There are many rules and laws that pertain to both the state and federal government in terms employment. Both state and federal employment law make sure that the rights of the employees remain protected. This paper will explore, compare and contrast several discrimination laws from the perspective of the federal government and that of the state of Texas. Following are the Federal and Texas laws that this paper will detail:

President Franklin D. Roosevelt signed 121 bills on Saturday, June 25, 1938 to avoid pocket vetoes 9 days after Congress adjournment. A landmark law in the nation’s social and economic development was among those 121 bills. This bill was titled Fair Labor Standards Act of 1938. The minimum hourly wage was set at $0.25, and the maximum work week at 44 hours. President Roosevelt also warned the day before the signing to not let any executives with a $1000.00 a day income cry catastrophe; that an $11.00 a week wage will have a disastrous effect on the American industry (1938). Oddly, a well-known news commentator made almost the exact response forty years later as President Roosevelt. That same emotion can be felt today when it comes

If there is no way of settlement between the ex-employee and company and the claim has been sent to the court, it is better to hire PR consultants to handle any negative publicity related to the company.

Along with the consequences that it would have on urban areas. Goldschmidt also felt that “the regulations of the Labor Relations Act should be applied to the agricultural sector and that unions should not only be allowed to develop, but should be encouraged”. (Goldschmidt).

The Department of Labor is a department of the federal government who is responsible for promoting and fostering the wellbeing of individuals in the United States who are currently working, seeking employment or retired. “The DOL is directly related to business communities in the United States by its official charge to foster, promote, and develop the welfare of wage earners of the United States; improve their working conditions; and advance their opportunities for profitable employment” (Shuman, 2013). Their website features a health plans and benefits section that focuses on employee rights regarding benefits. This website helps individuals understand their rights to benefits as employees in the United States. It is also helpful for

As markets open up to global commerce, wages continue to improve and enhance standards of living around the world. Since United States firms are standard-bearers in labor practices when doing business globally and other countries have made a commitment to their people to protect their labor rights, it is only right that the American companies reapply efforts to “Make America Great

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.

With the modern complexity of employment laws, the necessity for recording a conversation or meeting in the workplace often presents itself. With today 's technology, the opportunity presents itself more easily than ever before. However, because employees ' rights of privacy are severely limited in the workplace, what, if anything, may an employee legally record in the workplace? Any lawful permitted use of electronic recording devices by employees in the workplace will likely be for protected concerted activity and provided by § 7 of the National Labor Relations Act ("NLRA").

ADIVISING  GPC  –  A   Memorandum     Final  Exam           Saranya   Srinivasan     Net  ID:  ss2457                                                               SCOPE  OF  THE  MEMORANDUM   • • What  are  the  potential  problems  GPC  might  face  nor  or  in  the  foreseeable  future  in  the   light  of  developments  in  the  international  labor  rights  field?

We also did research on labor laws regarding wages. We discovered the Minimum Wages Central Rules (1950), which sets standards for the mode of computation for cash value of wages, time and conditions of payment, working hours, night shifts, records, and timekeeping. The Payment of Bonus Act (1965) is an act to provide for the payment of bonus to persons employed in certain establishments on the basis of profits, production, or productivity. We also learned about the Payment of Wages (No.1 of 2017), which ensures that the employers disburse wages payable to employed persons covered by the Act within the prescribed time limit and that no deductions other than those authorized by law are made.