Synopsis of Fair Labor Standards Act
It sets values for minimum wage, overtime salary, a record observance, and child work values touching permanent and temporary employees in the reserved area and central, national, and indigenous administrations. The minimum wage provisions cover all workers, including tipped workers. Overtime pay provisions require owners to provide covered employees who toil extra than 40 intervals in seven days at a proportion of not fewer than one and one-half whiles the employees’ consistent remuneration rates (Bradley, 2019). Record possession provisions require managers to retain detailed accounts of employees’ times operated and wages paid. Child labor necessities are intended to guard the health and safety of young workers. Some of the most common exemptions are for decision-making, managerial, specialized, and specific computer employees; external auctions personnel; and workers of particular seasonal amusement or recreational establishments, among others.
Fair Labor Standards Act
The Act establishes minimum salary, overtime compensation, information protection, and youngster work principles touching all staff in the secluded subdivision and centralized, municipal, and local administrations. The law was enacted in 1938 and last amended in 2009. The FLSA covers employees, including hourly, salaried, and commissioned workers. The FLSA does not need bosses to deliver workers marginal assistance, such as health insurance or vacation pay. However, employers who provide these benefits must comply with appropriate government or native regulations. The U.S. Branch of Work’s Salary and Hour Partition is accountable for directing and implementing the FLSA.
Cases That Influenced the Law
In the case of A. H. Phillips, Inc. v. Walling, the Supreme body ruled that the FLSA’s energetically requirements did not relate to workers in the agricultural sector. This ruling had a significant impact on the FLSA, as it limited the applicability of the Act’s overtime provisions. Another crucial court case is Reich v. Collins Radio Co., in which the Supreme yard apprehended that the FLSA’s least salary necessities did not relate to workers employed by a state or local government entity (Weis, 2018). This ruling had a significant impact on the FLSA, as it limited the applicability of the Act’s minimum wage provisions. Finally, in the case of United States v. Rosenwasser, the Supreme Court held that the FLSA’s account possession supplies did not apply to employers who did not have a place of business in the United States. This ruling significantly impacted the FLSA, as it limited the applicability of the Act’s best guardianship provisions.
Application of the Law
The FLSA applies to all private sector employers and most public sector employers. However, there are some exceptions to coverage, such as certain agricultural workers, domestic workers, and workers employed by small businesses. The FLSA wants enclosed proprietors to provide their workforces with the most negligible income for all times functioned and actively recompense for all hours operated over 40 in a workweek. The legislation also sets ideals for record guarding and child labor. The WHD is accountable for administering the Act. Firms which interrupt the legislation may be subject to civil or criminal penalties (Bailey et al.,2020). The FLSA is a complex law, and employers must follow many rules and regulations. If you have questions about the FLSA, contact the Pay and Time section of the United States Branch of Work. The FLSA applies to all individualized sector employers and all public sector employers. There are some exceptions to the FLSA, such as for certain types of businesses, workers, and conditions of employment.
The FLSA also groups criteria for child labor, including prohibitions on the employment of children under 16 in certain hazardous occupations (Griffith, 2018). Companies that infringe the FLSA may be subject to civil and criminal penalties. The FLSA does not anticipate general rules that offer more guards for workers or that set a higher lowest pay than the central most minor salary. Therefore, employers must comply with the FLSA and applicable state laws (England et al.,2018). The FLSA applies to all private and public sector employers, regardless of size. The FLSA does not cover specific categories of workers, such as independent contractors, election workers, workers with disabilities, and student workers.
Applicability in the Human Resource
The FLSA significantly impacts the human resource field by establishing the least pay and strenuously fee ideals that all employers must follow. The legislation also needs owners to preserve correct registers of their servants’ hours functioned and to pay employees for all hours worked (Bailey et al.,2020). Finally, the FLSA’s teen employment requirements defend beginning personnel from exploitation or working in hazardous conditions.
Reasons for Studying the Law
I selected the FLSA to research because it is a federal law affecting many employers and employees in the United States. I was also interested in learning more about the history of the FLSA and how it has changed over time. The FLSA is vital in many ways, including enforcing wages and salary compensation requirements that enterprises should adhere to and assisting in protecting employees from being taken advantage of by their supervisors (Andrias, 2018). Additionally, the FLSA creates regulations for working children that adequately protect kids from being exploited by their bosses. The U.S. Department of Coalition’s Employment Standards Section is responsible for enforcing the FLSA. The FLSA has been corrected for numerous periods since it was initially passed in 1938, and the current version of the FLSA is much different than the original version. The FLSA is a vital law affecting many employers and employees in the United States. It is essential to understand the FLSA and how it can impact your job and your rights as a member.
The Act is one of America’s most significant severe lawmaking portions. It establishes minimum pay, advanced salary principles, and other protections for workers. It has been vital in ensuring that workers are paid fairly for their work. It has helped to reduce poverty and improve working conditions for millions of Americans. The Act continues to be an essential part of our country’s commitment to protecting workers’ rights.
Andrias, K. (2018). An American Approach to Social Democracy: The Forgotten Promise of the Fair Labor Standards Act. Yale LJ, 128, 616. https://heinonline.org/hol-cgi-bin/get_pdf.cgi?handle=hein.journals/ylr128§ion=16
Bailey, M. J., DiNardo, J., & Stuart, B. A. (2020). The economic impact of a high national minimum wage: evidence from the 1966 fair labor standards act (No. w26926). National Bureau of Economic Research. https://www.nber.org/papers/w26926
Bradley, D. H. (2019). Overtime Exemptions in the Fair Labor Standards Act for White-Collar Employees: Frequently Asked Questions. https://ecommons.cornell.edu/handle/1813/77517
England, K., & Alcorn, C. (2018). Growing care gaps, shrinking state? Home care workers and the Fair Labor Standards Act. Cambridge Journal of Regions, Economy, and Society, 11(3), 443-457. https://academic.oup.com/cjres/article-abstract/11/3/443/5127327
Griffith, K. L. (2018). The Fair Labor Standards Act at 80: Everything Old Is New Again. Cornell L. Rev., 104, 557. https://heinonline.org/hol-cgi-bin/get_pdf.cgi?handle=hein.journals/clqv104§ion=17
Weis, A. (2018). Tip Jars in Need of Change: The Case for Reforming Employee Tip Regulations in the Fair Labor Standards Act. U. Tol. L. Rev., 50, 575. https://heinonline.org/hol-cgi-bin/get_pdf.cgi?handle=hein.journals/utol50§ion=41