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This implies that the non-exempt personnel must work for over 40 hours a week to qualify for the overtime pay in which the employer is mandated to offer three quarters times their normal wage rate. It is also apparent that the exempt employees in the white-collar job category cannot benefit from the pay.
The proposed changes to the FLSA since 1938 is that it allowed the employment of 16-year-old children in the agricultural sectors, but still prohibited those under that age. This is meant to defend the educational prospects of minors and rule out their employment in jobs deemed hazardous and injurious to their health. These laws differ from the 1938 regulations because it specifies the minimum amount that workers in the private sector, federal or local authorities should receive (Whittaker, 2002).
I think these changes benefit both employers and employees because it prevents exploitation of workers by unscrupulous managers who underpay their workers. Similarly, it also benefits the managers since it reduces chances of industrial unrests from workers who feel mistreated or overworked.
The controversy associated with these modifications is that the exempt workers feel discriminated against by the legislators and labor officials. For instance, the union’s objections are that the government should treat all workers equally regarding the overtime allowances and the proposed new rates for the working hours since this could deny the workers their established privileges (Whittaker,
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It aims to answer a number of questions such as, what does Saudi labor law differs from the law in the U.S.? Which is the more better and effective? What is a relationship between the law and a country culture in both countries? Would one country benefit by borrowing portions of the other approach?
Thus, the employer-employee relationship is something that we live with everyday and to be able to harbor strong and effective working relations between the two, there have been guidelines set to protect each party’s rights. One of which would be the “Fair and Equitable Compensation” standard.
They can be either convention, which are considered as legally binding international treaties that may be ratified by the member states. On the other hand, they can be recommendations which act as non-binding guidelines (Alston, 2004). In general, the convention outline the basic principles that need to be implemented by ratifying nations, whilst a related recommendation supplements on the convention by offering a more comprehensive guideline on in the way it could be applied.
Three of the most indispensable events in the US history during the period between 1900 and 1940 are undoubtedly Women's Suffrage, the Great Depression, and the Fair Labor Standards Act, as these have influenced the various aspects of the life and development in the US during this period.
Further research identified that 70 percent of employers are not in compliance with FLSA and should reexamine their classification practices (straffordpub.com, 2009).
Much of the process of determining
In employment, wages and hour division is a vital aspect for any employee. This article will focus on the scenario presented considering the Fair Labor Standards Act. This essay will explain how nonexempt employees are covered with the act.
The Fair Labor Standards
The act condemns the child to a life of unqualified, poorly paid labor. Eventually, this causes child labor with every generation of deprived children undercutting wages. Due to this, many jurisdictions have come up
FLSA law has been amended severally through other laws like the equal pay and minimum wage Acts according to the changing economy and social needs. The law protects children, student learners, people with
These terms include hourly exempt, nonexempt, executive exemption, administrative exemption, and professional exemption.
According to Steingold (2015), hourly exempt refers to an arrangement where the employees are neither entitled to
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