ipl-logo

Importance Of Federal Laws Protecting Employees In The Workplace

927 Words4 Pages

There are a number of federal laws protecting employees in the workplace. In this paper, the writer will discuss the following laws: The Fair Labor Standards Act, the Equal Pay Act, The Age Discrimination in Employment Act, The Title VII Civil Rights Act and several others. Each federal law that protects workers has a different set of facts and factors used to determine the fairness for all. Even though some regulations in the workplace seem insignificant, many of them are designed to protect the rights and safety of employees and the employers. Employers often take these regulations seriously, so disobeying or disregarding them could mean a strike against your record or termination. Some company regulations protect more than the rights and physical well-being of employees and employers, they also protect the law. Obeying rules that govern employee conduct makes the workplace a more pleasant and enjoyable environment while protecting the employer from vigorous law suits. Refusing to follow rules about designated rules and regulations usually, result suspension or termination. …show more content…

The resources originally applied only to private sector employees but now it generally applies to the public sector as well. The FLSA applies only to employers whose gross annual income totals $500,000 or more. Some employees are exempt from FLSA requirements, such as pay for overtime and minimum wages, even though their employers are covered. Employees who are salary generally are not entitled to these wage extras. Several other types of workers are exempt from the minimum wage and overtime pay provisions of the FLSA such as seasonal employees, newspaper delivery workers, workers on small farms, and personal companions and casual

Show More
Related
337 Words | 2 Pages

The overtime issue is specifically related to non-discretionary bonus wages that were paid to employees based

Read More
501 Words | 3 Pages

The Department of Labor’s and Hour Division, the DOL, proposed the amendations. The proposal took place on the twenty-eighth of July, 2008. Then, it was not till the fifth of May, 2011 they began amending the Act of 1938. The DOL added what the final rule to the act. This rule stated, “tips are the property of the employee,” “the FLSA does not maximize the percentage on mandatory tools including, employees who receive tips,” “the FLSA requires employers to notify employees of any required tip=pool contribution amount,” and “employers may take the tip credit only for the amount of tips each employee ultimately receives.

Read More
1597 Words | 7 Pages

One of the unfair labor practices that the Act prohibits involves employers interfering with, restraining, or coercing employees even as they exercise their rights (Bain, 2011). This includes the right to organize and take part in the labor organizations, as well as to collectively negotiate for wages or improved working

Read More
565 Words | 3 Pages

The following provide applied to intermittent and seasonal workers could be used to adjust compensation at the employee’s minimum age of retirement. Under FECA 10.216, “For intermittent and seasonal workers, whether permanent or temporary, who do not work either the same number of hours or every week of the year (or period of appointment), the weekly pay rate is the average weekly earnings established by dividing (÷) the total earnings during the full 12-month period immediately preceding the date of injury (excluding overtime) (A), by the number of weeks (or partial weeks) worked during that year (B) (that is, A ÷ B); or 150 times the average daily wage earned in the employment during the days employed within the full year immediately preceding the date of injury divided by 52 weeks, whichever is

Read More
478 Words | 2 Pages

A very high number of recoveries have since risen with Special Forces, K-9 officers, detectives and investigators being in the forefront in such claims. According to the FLSA, many of the detectives and investigators are non except under the Act and are therefore eligible for overtime pay (Fair Labor Standard Act ,1938). Most command officers lie outside the scope of FLSA overtime pay; however some command officers especially those who fall short of the salary and duty tests are covered by the FLSA.The FLSA is very specific to police officers exemptions from the forty hours overtime and defines a police officer to that effect. The FLSA allows the law enforcement department to develop a fair compensation schedule outside the 40 hours since the number of hours worked by a law enforcement officer can be too hard to narrow down to (Fair Labor Standard Act

Read More
498 Words | 2 Pages

The Fair Labor Standards Act of 1938 (FLSA) is a pivotal labor reform in the United States that has exerted a substantial influence on the labor market and the safeguarding of workers' rights. The FLSA was developed in response to pressing social and economic concerns that affected American workers, during a time of worker exploitation. The Importance of Law in Society Before the implementation of the Fair Labor Standards Act (FLSA), the American labor market was afflicted by pervasive worker exploitation, characterized by inadequate remuneration, extended work hours, and widespread utilization of child labor, notably in sectors such as manufacturing and mining. The circumstances resulted in extensive societal turmoil and underscored the necessity for federal engagement in order to establish mandatory labor regulations.

Read More
1664 Words | 7 Pages

Despite the continuation of the gender pay gap and other acts of discrimination in the workforce, laws have been created to try and decrease this gap and provide protection to those who may face various forms of discrimination at work. One such law that provides protection against wage discrimination in the workforce, would be the Equal Pay Act of 1963 (EPA). The EPA is an amendment to the Fair Labor Standards Act (FLSA) which was responsible for creating a right to minimum wage, and overtime pay, if an employee worked over forty hours a week (“Equal pay Act of 1963”). The EPA states that “No employer shall discriminate between employees on the basis of sex by paying wages to employees at a rate less than at which he pays wages to employees

Read More
669 Words | 3 Pages

Therefore, the employer can set the minimum wage, whatever they see

Read More
521 Words | 3 Pages

It is mandatory to appoint a Compliance Officer in each and every organization and the rules of compliance should be adhered by the organisation and its members. If not adhered, penalties and fines are charged on the defaulter. Compliance News for the Employers  Leave Benefits

Read More
321 Words | 2 Pages

Stipulations under this law make it unlawful for employers to compensate different wages based

Read More
259 Words | 2 Pages

If they are required to work overtime, they must receive 1.5 times the normal pay, so that they would not quit and suffer from homelessness

Read More
647 Words | 3 Pages

Fair Labor Standards Act: The Fair Labor Standards act defines two categories of employees, exempt and non-exempt. The law requires all non-exempt employees to be paid an hourly rate with overtime for hours worked after 40. Exempt employees must receive a salary of at least $23,660 and must have administrative, executive, or professional job duties. Equal Pay Act of 1963: The Equal Pay Act of 1963 states that no employee can be discriminated against on the basis of sex for equal work on jobs.

Read More
635 Words | 3 Pages

The issue is that even though minimum wages can be set, it does not guarantee employment which can affect the very same people that the FLSA is regulating to protect. Since Employers have the decision to hire a certain amount of people, they must take in the consideration if the cost of the product to produce is less than what the employee’s minimum wage is. In these cases, a reduction in the labor force could be imposed and/or a decrease in labor hours to account for the production cost and how many units can be made while making a profit or to simply break even. In worse cases, employees may be laid off or the company may be forced to shut down. However, according to the US Department of labor, States that “ A person working full-time at the federal minimum wage of $7.25 per hour earns $15,080 in a year, which is 20% higher than the 2015 federal poverty level of $12,331 for a one-person household under 65 years of age” (Should the federal minimum wage be increased, 2016).

Read More
400 Words | 2 Pages

What are the three most important laws that regulate discrimination in employment? Who is protected by each, and what rights do employers still maintain when it comes to making decisions about employees? The three most important laws that regulate discrimination in employment are the Civil Rights Act (1964/1991), Age Discrimination in Employment Act (1967), and Americans With Disabilities Act (1990/2008). The Civil Rights Act covers private employers with 15 or more employees and protects individuals based on race, color, religion, national origin, and sex and is enforced by the EEOC. Its passage summarily outlawed the systematic, far-reaching, and in some cases, legally sanctioned discrimination that had prevailed for decades across a number of areas of American society (Aiken, Salmon, & Hanges, 2013).

Read More
1378 Words | 6 Pages

In the period 1990-2009 more than 18% of covered workers were paid below the minimum wage level but this share dropped to 8.9% by 2011. A large share of the Chilean labor force also works without contract and is therefore not covered by labor laws. The government sets the minimum wage at its own initiative and is not required to consult or negotiate with the social partners. Nonetheless, in practice, employer and worker representatives are involved. The minimum wage legislation does not specify how or when to revise the minimum

Read More

More about Importance Of Federal Laws Protecting Employees In The Workplace

Related Topics

Open Document