Essential Information About FLSA Laws And Regulations
In 1938, the Fair Labor Standards Act was established. The latter is also simply referred to as the FLSA laws. The information defined in this Act affected all working American citizens. Although somewhat controversial when first passed, it revolutionized many aspects concerning labor and wages.
The Wage and Hours Division of the US Labor Department administered these laws and they were enforced by the federal government. Then-President Roosevelt signed the Act into law during the aforementioned year, and although several attempts were made to amend it, Congress and the Supreme Court defeated them and the law is very similar today as it was when it was first written. However, Congress has made a few small changes to these regulations over the years.
The law covers the basic workday, wages, and pay for overtime. Regulations concerning the latter may differ from state to state. However, most parts of the Act are enforced nationwide, as mentioned above.
At regular intervals, federal minimum wage is increased. However, no set pattern is in place concerning when such changes occur, or the amount of each increase. January of 2009 marked the most recent change when minimum wage went to $7.25 an hour. The former president's bill initially proposed that such increases follow a preset pattern; however, this part of the law has been changed over the years.
As mentioned above, overtime is also addressed FLSA laws, the latter of which is defined as any time one spends on the clock in excess of forty hours in a single week of work. The rate for federal overtime pay is defined as one and a half times the person's standard rate of pay. Although a national standard is guaranteed under the original law, each state may modify how and when they pay overtime.
The aforementioned Act also addresses record-keeping standards. For example, employers are required to maintain records of each employee's data, his or her hours of labor, and the amount of pay with which the person is compensated. Businesses must also log overtime hours, daily and weekly wages, and any deductions or bonus money associated with the individual's pay. They are also required to clearly note pay periods so that workers have a thorough understanding of specific days and weeks for which they are receiving pay.
The law designates different standards for young citizens. For instance, minors ages 14-17 may work as many as 3 hours a day, or 18 hours a week during the school year. However, during holidays, they can work 8 hour days, and up to 40 hours a week. Those under 14 are not allowed to work under the current child labor regulations. However, jobs such as newspaper routes are typically exempt from regulations concerning child labor.
FLSA laws were created to protect United States citizens from oppressive labor practices. However, some individuals who own companies attempt to circumvent such laws. Therefore, those who feel they are being subjected to an unfair work environment, or suspect that any of the child labor laws are being broken, should not delay, but speak to the proper authorities at once.
The Wage and Hours Division of the US Labor Department administered these laws and they were enforced by the federal government. Then-President Roosevelt signed the Act into law during the aforementioned year, and although several attempts were made to amend it, Congress and the Supreme Court defeated them and the law is very similar today as it was when it was first written. However, Congress has made a few small changes to these regulations over the years.
The law covers the basic workday, wages, and pay for overtime. Regulations concerning the latter may differ from state to state. However, most parts of the Act are enforced nationwide, as mentioned above.
At regular intervals, federal minimum wage is increased. However, no set pattern is in place concerning when such changes occur, or the amount of each increase. January of 2009 marked the most recent change when minimum wage went to $7.25 an hour. The former president's bill initially proposed that such increases follow a preset pattern; however, this part of the law has been changed over the years.
As mentioned above, overtime is also addressed FLSA laws, the latter of which is defined as any time one spends on the clock in excess of forty hours in a single week of work. The rate for federal overtime pay is defined as one and a half times the person's standard rate of pay. Although a national standard is guaranteed under the original law, each state may modify how and when they pay overtime.
The aforementioned Act also addresses record-keeping standards. For example, employers are required to maintain records of each employee's data, his or her hours of labor, and the amount of pay with which the person is compensated. Businesses must also log overtime hours, daily and weekly wages, and any deductions or bonus money associated with the individual's pay. They are also required to clearly note pay periods so that workers have a thorough understanding of specific days and weeks for which they are receiving pay.
The law designates different standards for young citizens. For instance, minors ages 14-17 may work as many as 3 hours a day, or 18 hours a week during the school year. However, during holidays, they can work 8 hour days, and up to 40 hours a week. Those under 14 are not allowed to work under the current child labor regulations. However, jobs such as newspaper routes are typically exempt from regulations concerning child labor.
FLSA laws were created to protect United States citizens from oppressive labor practices. However, some individuals who own companies attempt to circumvent such laws. Therefore, those who feel they are being subjected to an unfair work environment, or suspect that any of the child labor laws are being broken, should not delay, but speak to the proper authorities at once.
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