The Fair labor standards act
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The Fair labor standards act an overview of issues before the 104th Congress by

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Published by Congressional Research Service, Library of Congress in [Washington, D.C.] .
Written in English


  • United States,
  • Labor laws and legislation -- United States

Book details:

Edition Notes

Statementby William G. Whittaker.
SeriesCRS issue brief -- IB95008., Issue brief (Library of Congress. Congressional Research Service) -- IB95008., Major studies and issue briefs of the Congressional Research Service -- 1995, 95-IB-95008.
ContributionsLibrary of Congress. Congressional Research Service.
The Physical Object
Pagination15 p.
Number of Pages15
ID Numbers
Open LibraryOL17744102M

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Non-exempt Employees. For non-exempt employees, the Fair Labor Standards Act sets minimum wage rates and overtime requirements. Currently, the standard federal minimum wage is $ per hour. (To see state minimum wage rates click here).Employees under the age of 20 may be paid not less than $ per hour for the first ninety (90) consecutive calendar days of employment. The Fair Labor Standards Act (FLSA) is a federal law which establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments. All employees that hold positions determined to be covered under the mandatory. The law surrounding the Fair Labor Standards Act has grown exponentially in recent years, and the demand for this two-volume set reflects that growth. This essential tool provides a balanced and comprehensive treatment of the FLSA statute, DOL regulations, and case law regarding private and DOL enforcement and employer obligations. The Fair Labor Standards Act Answer Book [Esq. Douglas G. Griffin] on *FREE* shipping on qualifying offers. The Fair Labor Standards Act Answer Book is intended as a cost effective, comprehensive and user friendly desk reference for the Fair Labor Standards Act (FLSA). This resource thoroughly addresses the full scope of the FLSA including minimum wageAuthor: Esq. Douglas G. Griffin.

THIS CASEBOOK contains a selection of U. S. Court of Appeals decisions that analyze, interpret and apply provisions of the Fair Labor Standards Act. The selection of 5/5(1). 29 U.S. Code CHAPTER 8— FAIR LABOR STANDARDS. § Short title. § Congressional finding and declaration of policy. § Definitions. § He is a member of the Editorial Advisory Board for Thompson Publishing Group’s Fair Labor Standards Handbook for States, Local Governments and Schools. Charbonneau represents public employers in FLSA and other employment litigation, as well as advises on FLSA audits, FLSA compliance efforts, and other labor and employment law subjects. Fair Labor Standards Handbook for States, Local Governments, and Schools. The Fair Labor Standards Handbook is the most comprehensive and easy-to-use resource of its kind — and it’s written especially for public-sector employers like specifically designed the Handbook to help you easily navigate the complex web of compliance challenges related to the Fair Labor Standards Act.

The Fair Labor Standards Act of 29 U.S.C. § (FLSA) is a United States labor law that creates the right to a minimum wage, and "time-and-a-half" overtime pay when people work over forty hours a week. It also prohibits employment of minors in "oppressive child labor". It applies to employees engaged in interstate commerce or employed by an enterprise engaged in commerce or in the. The new FAQs clarify employers' responsibilities under the federal Fair Labor Standards Act (FLSA), and address pay issues regarding teleworkers. to republish in a book or use for a commercial. The most important and most far-reaching law guaranteeing a worker’s right to be paid fairly is the federal Fair Labor Standards Act (FLSA), which: defines the 40 Author: Barbara Kate Repa. The Fair Labor Standards Act (FLSA)’s rules governing overtime pay have challenged employers for decades, in large part due to what’s referred to as the “duties test.” On its face, it’s a simple concept: an employee’s day-to-day responsibilities and role within the broader organization should determine his or her overtime eligibility.