Summarize employment, labor, and anti-discrimination law - Essay Example

Employment, labor and anti-discriminatory law Employment, labor and anti-discriminatory law In common jurisdictions, employees areprotected by a set of antidiscrimination and federal employment laws (Miller, 2011). In overall, these federal laws protect the potential employees from employment discrimination that is commonly based on sex, religion, color, national origin and race. 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 Act (FLSA) was an act that was approved in the U.S. in regard to the general employees. This Act establishes the least wage, overtime pay, child-labor principles, and recordkeeping factors that affect both the part-time and full-time workers. The Act comprises of workers in federal, local governments, private sector, and the state (Thompson, 2012). In the United States, the department of labor enforces and administers this Act while at the same time focusing on the employees in the private sector, federal employees, Tennessee Valley Authority and the United States Postal Services among others.

The Fair Labor Standards Act is enforced by the United States Congress for legislative employees and the United States Office of Personnel Management for employees in the executive branch. There are other federal laws interconnected with the Fair Labor Standards Act. They include the Equal Pay Act (EPA), civil rights act, Age Discrimination Employment Act, Americans with Disabilities Act, the Genetic Information Nondiscrimination Act, and the Rehabilitation Act. In the United States, all these acts are enforced by a board known as the United States Equal Employment Opportunity Commission (EEOC).

Furthermore, this commission also provides a coordination standard for the federal laws, practices, and regulations. According to this context, the worker is a nonexempt worker at an elegant paper mill company. The Federal Labor Standards Act states that every worker should receive a minimum wage of up to $7.25 per hour of overpay (Thompson, 2012). The nonexempt workers must be paid for any overtime work at a rate of more than one and one and half times their rates of pay, especially after 40 hours of work in a week.

In this circumstance, the employee worked for four consecutive weeks. The working hours totaled to forty-five, forty-two, thirty-nine, and thirty-one hours respectively. Therefore, this employee worked for eight hours of overtime pay during the four week period (U.S Department of Labor, 2011).After precise computation, this employee at the paper mill was to receive a minimum of $58 as overtime pay. The rate must be elevated more than one time higher than the typical rate of pay they are entitled to in the paper mill company.

While the Fair Labor Standards Act regulates employment of the young and wage factors, there are some factors that cannot be regulated. Moreover, this Act is not involved in the limitation of working hours of an employee, if the employee is at least 16years of age (Thompson, 2012). These standards were passed on July 24, 2009 in the United States.In conclusion, the federal laws have also been reinforced to curb factors related to recruitment, fringe benefits, hiring and firing and the use of company facilities among others.

Moreover, the EEOC has become an independent agency in enforcement of federal laws that are linked with employment, labor, and antidiscrimination (Miller, 2011). Other policies that are applied in the hour and wage division involve law enforcement activities, fire protection, and volunteer services.ReferencesMiller, R. (2011). Business law text & exercises. (6th ed.). South-Western: Cengage Press. Thomson, R. (2012). Overview of employment and anti-discriminatory laws. Retrieved from http://employment.findlaw.com/employment-discrimination/overview-of-employment-and-anti-discrimination-laws.html.  U.

S Department of Labor (2011). Wage and hour division. Retrieved from http://www.dol.gov/whd/regs/compliance/hrg.htm.