Fair Labour Standards Act Of 1939

Based on IRS regulations, there is a difference in the type of employment for employees and

Based on the data provided by the tutorial, I do not believe that Mike Murphy has a conceivable Fair Labor Standards Act claim on account of his employer allots his time during his regular work week to train to pass the required physical exams. He contends that he was not paid for thirty-six hours of overtime for the time he spent training outside work to meet the physical testing that is mandatory of SWAT units. Under FLSA, most training time is considered work time. Training time is work time if the training occurs during the employee’s regular work shift or if the employer requires it. However, training cannot be accounted as work time “only” if it 1) occurs outside the employee’s normal schedule, 2) it is voluntary, 3) not directly related

In the 1800 factories, working conditions are unfair. In Lyddie, by Katherine Paterson there is a girl who lives in the 1800’s. She work in a factory witch has unfair working conditions and Diana Goss wants to have a petition to make fair working conditions. Some people want Lyddie to sign the petition because then she will have fair working conditions.If she doesn't the she will be able to make money and she will work at a factories.

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.

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.

8. Weekly overtime pay g. Amount & nature of exempt pay h. Weekly overtime pay

The working conditions were terrible they worked for hours with little to no rest under the hot sun. The food they received was also horrible and most workers were treated horrible and talk to disrespectful. “If you ask any questions to have them explain to you, they get very mad” (Lecture 15) Most of the workers were paid by checks at the camp. Sometimes the check would be less that what they had worked for but due to the English barrier nothing could be done but if the workers tried to speak about the problem than the men giving the money would get mad a sigh of the discrimination being done since most did not know English and did not know how to communicate leaving them with low minimum wage.

Factory workers in eighteenth and nineteenth century England typically worked extremely long hours with a meager amount of time for breaks (Spielvogel 571). This is a direct violation of article 24 in the United Nations’ Declaration of Human Rights which states that “everyone has the right to rest and leisure, including reasonable limitation of working hours” (UN, Art. 24). Discussing these violations are important due to how the quality of life of these workers decreased during these years. Factory workers “spent all the light of day at work and came home with little energy, space, or light” to do anything (Effects of the Industrial Revolution). Undoubtedly, this environment led to

With this in mind, Jane currently works between 45-50 hours in a work week with no overtime pay, due to her classification she is an exempt employee under the Fair Labor Standards Act. Frustrated with the lack of pay Jane addressed the issue of working overtime with no pay or a pay increase to compensate for the extra hours worked to her store manager Amy. Amy explained shift leaders are a part of management and are classified as exempt for overtime pay; there are no obligations for the organization to pay for overtime hours. Hiring exempt employees gives Jones Department Store an advantage to have use

The Fair Labor Standards Act was the legislation passed in 1938 which granted exceptions for the agricultural industry regarding workplace health and safety. As the text states, the act led to less wage protection, permissible child labor with exposure to even more hazards, and exemptions to small farms from federal insight on housing and sanitation. Basically, this act made it where migrant workers were not guaranteed the same protections that OSHA and HIPPA grant to U.S. citizens. Migrant workers often do not speak about this treatment out of fears of immigration. Thus, they endure it. However, I wonder if they recognize the toll these conditions are having on their health.

According to Martocchio (2013) text, an exempt employee must be paid more than $23,660 annually. An exempt status employee must also make more than the State's minimum wage. The Case scenario discussed Jane receiving a higher pay grade than her colleagues. It is uncertain if the shift leader makes more than minimum wage.

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).

According to Frame (2015), an exempt employee must be salaried at least $455 per week and completing exempt work. Employees who are not exempt are qualified for over time if they work over 40 hours in one week (p.20). This information reflects that there must job duties an employee must perform in order to be considered an exempt employee. According to Newman and Isenhath (2010) exempt job fall into one of the following categories: executive, administrative, learned professional or creative professional. The duties within these categories can range from interviewing, selecting and training employees, setting and adjusting work hours, office administration duties and supervising employees (para 3). These duties mentioned by Newman and Isenhath

Employees that are qualified as exempt employees are people who work in executive positions such as management and vice presidents, administration positions, learned careers such as nursing, creative positions, computer positions, and generally outside sales (Martocchio, 2013). This means they are exempt from being paid overtime for working extra hours as well as the minimum wage salary does not apply to them as they salary is based on an annually rate. Amy classifies shift leaders as exempt because they work in a management type position; while Jane is not a store or assistant manager she is in a sub category of a management position. She also is privy to information and conversations that only occurs at the management level. The department

This research paper aims to provide an in depth look into the purposes of the Railway Labour Act, the reasons it was enacted and the impacts of its future amendments. It will look at the inclusion of the airline industry into the Act, and its applications to it. This paper will also cover the loopholes and disadvantages of the Act and its consequences. This paper draws upon various sources including scholarly textbooks, reports and papers. This research paper aims to provide valuable information regarding the importance the Railway Labour Act and its significance to the airline industry.