FLSA Training for Supervisors: Parts I, II III

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2. Presentation. The Fair Labor Standards Act (FLSA) was gone in 1938. It set norms for kid work, the lowest pay permitted by law and extra minutes pay. Since the entry of the Equal Pay Act in 1963 as a component of the FLSA, the Act additionally disallows sexual orientation based pay segregation. It is vital for all administrators, notwithstanding the Human Resources staff, to see how to follow FLSA and with state chi

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FLSA Training for Supervisors: Parts I, II & III

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Introduction The Fair Labor Standards Act (FLSA) was passed in 1938. It set gauges for youngster work, the lowest pay permitted by law and additional time pay. Since the section of the Equal Pay Act in 1963 as a component of the FLSA, the Act additionally denies sexual orientation based wage separation. It is fundamental for all chiefs, notwithstanding the Human Resources staff, to see how to consent to FLSA and with state kid work and wage and hour laws. Bosses need to prepare new and retrain current managers on these laws to guarantee the full and right consistence. These specimen introductions on the FLSA are organized to be given in three sessions and are sorted out into five sections. The principal session (Parts 1-3) covers a prologue to the Act, Child Labor Regulations, and the Equal Pay Act. The second session (Part 4) covers absolved representatives. The third session (Part 5) covers non-excluded representatives. The sessions are planned for introduction to bosses and different people who oversee workers. They are intended to be displayed by a person who has far reaching information of the FLSA and the business' state kid work and wage and hour laws. These specimen introductions must be tweaked to match state laws and the business' own particular approaches and practices.

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Presentation Contents This introduction contains parts one through three of a five-section arrangement of introductions on FLSA for chiefs. It incorporates a prologue to the Act, Child Labor Regulations, and The Equal Pay Act. Section 4 covers Exempt Employees. Section 5 covers Non-Exempt Employees.

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Objectives At the end of this session, you will have the capacity to: State what the FLSA is Cite the essential arrangements of the law Understand the punishments bosses confront for infringement Know the statute of impediment periods and normal business botches under the Act Cite fundamental arrangements of Child Labor controls Cite fundamental arrangements of The Equal Pay Act

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What is the Fair Labor Standards Act? The Fair Labor Standards Act (FLSA) is the government law that sets guidelines for kid work, the lowest pay permitted by law and additional time pay, and equivalent pay (included under the 1963 Equal Pay Act) for men and ladies playing out similar occupations. The tyke work and the lowest pay permitted by law and additional time arrangements of the FLSA were passed in 1938. These were received as a method for monetary recuperation from the Great Depression. These laws tried to guarantee a most extreme number of employments, which paid a base decent wage.

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What is the Fair Labor Standards Act? (Cont'd) By requiring extra time, the FLSA made a money related punishment for managers who did not spread their current work among a more noteworthy number of representatives. By setting guidelines for youngsters/minors to work, it guaranteed that when youngsters work, the work is protected and does not imperil their wellbeing, prosperity or instructive open doors.

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What is the FLSA (Cont'd)? The FLSA influences more than 100 million specialists, both full-time and low maintenance, in the private and open parts. It applies to endeavors with representatives who take part in interstate business, deliver products for interstate trade, or handle, offer, or work on merchandise or materials that have been moved in or created for interstate trade.

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What is the FLSA (Cont'd)? The Act covers local administration laborers, for example, day specialists, maids, escorts, cooks, or full-time sitters, in the event that they get at any rate $1,400 in real money compensation from one boss in a logbook year, or on the off chance that they work a sum of over eight hours seven days for at least one businesses.

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What are the essential arrangements of the FLSA? Youngster Labor Restricts the hours that kids under age 16 can work and disallows the work of kids under age 18 in specific occupations considered excessively hazardous for nonagricultural operations. Restricts the work of youngsters under age 16 amid school hours and in specific employments esteemed excessively unsafe for farming operations.

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What are the essential arrangements of the FLSA? (cont'd) Minimum Wage and Overtime Pay Under the FLSA, all workers are considered non-absolved (not excluded from scope) unless the representative's position meets particular exception criteria or unless the directions particularly permit an exclusion, and the business has picked to utilize this exception. Measure up to Pay The Equal Pay Act under the FLSA denies sexual orientation based wage separation.

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Questions ? Remarks ?

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Penalties for FLSA Violations Child Labor Violations: When infringement of tyke work laws are found, the Department of Labor (DOL) examiners may prescribe changes in business practices to realize consistence. Unyielding infringement might be arraigned criminally and the violator fined up to $10,000.

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Penalties for FLSA Violations (cont'd) A moment conviction may bring about detainment. Violators are additionally subject to a common punishment of up to $10,000 for every worker who was the subject of an infringement. Note: It is an infringement to fire or in whatever other way victimize a representative for documenting a protestation or taking part in a lawful continuing under FLSA.

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Penalties for FLSA Violations (cont'd) Wage and Hour Violations: As with Child Labor infringement, when infringement of wage and hour laws are found, the Department of Labor (DOL) specialists may prescribe changes in work practices to achieve consistence.

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Penalties for FLSA Violations (cont'd) Employers who persistently or more than once damage the lowest pay permitted by law or extra time pay necessities are liable to a common cash punishment of up to $1,100 for every infringement. Note: It is an infringement to fire or in whatever other way oppress a representative for documenting a dissension or taking part in a legitimate continuing under FLSA.

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Penalties for FLSA Violations (cont'd) The Equal Employment Opportunity Commission (EEOC) regulates and authorizes the Equal Pay Act. Punishments for infringement are: Recovery of compensatory harms for deliberate segregation and corrective harms for separation that is purposeful and occupied with noxiousness or neglectful lack of concern to the governmentally ensured privileges of the worker. Tops on the measure of compensatory and correctional harms are controlled by the extent of the business.

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FLSA Violations Employees conventionally bear the weight of confirmation under FLSA yet the business can be committed to give representatives access to work records with the goal that they can endeavor to demonstrate claims. On the off chance that the business has not satisfactorily looked after records, the court may acknowledge the worker's case and give the business the weight of negating assertions. Managers naturally bear the weight of demonstrating any exception under the Act.

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FLSA – Statute of Limitations An activity for back wages or additional time must start inside two years of the date such wages started to collect, be that as it may: A three-year statute of impediments applies in situations where back wages are expected representatives due to a resolute infringement. A six-year time span applies to activities under the watchful eye of a government authoritative law judge. No time point of confinement is forced if there should be an occurrence of hatred procedures for infringement of an order issued in prior continuing.

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Common Employer FLSA Mistakes Considering any representative who is paid a pay as an absolved worker who is not qualified for extra minutes pay without qualifying the representative for a particular occupation related FLSA exception. Not paying for unapproved additional time – working unapproved extra time is a disciplinary issue not a pay one. Making programmed pay conclusions for feast breaks without ensuring that a representative has really enjoyed the unpaid reprieve time.

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Questions ? Remarks ?

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Basic Provisions of Child Labor Regulations Child work directions : Restrict the quantity of hours of work and occupations for minors under age 16. Disallows minors under age 18 working in occupations proclaimed excessively perilous by the Secretary of the Department of Labor.

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Basic Provisions of Child Labor Regulations (cont'd) Prohibit the interstate shipment of merchandise created infringing upon tyke work arrangements. Pronounce it an infringement to terminate or in whatever other way victimize a worker for documenting a protest or taking an interest in a legitimate continuing in regards to tyke work infringement.

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Basic Provisions of Child Labor Regulations (cont'd) Permissible hours of work and occupations in non-cultivate work are: Youths age 14 and 15 may work outside school hours in non-producing, non-mining, non-perilous employments for close to: 3 hours on a school day 18 hours in a school week 8 hours in a non-school day 40 hours in a non-school week Not before 7 am or after 7 pm with the exception of from June 1 through Labor Day

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Basic Provisions of Child Labor Regulations (cont'd) Youths age 16 and 17 may play out any employment not proclaimed dangerous and are not subject to hour limitations. Young people age 18 and more established are not subject to hour or occupation limitations. Note: notwithstanding the government youngster work directions, state controls apply. Incorporate these in your introduction now.

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Basic Provisions of Child Labor Regulations (cont'd) Employers must keep records of dates of births of representatives under age 19, day by day beginning and stopping time, every day and week by week hours of work, and occupations. Businesses may make preparations for inadvertent infringement by continuing document work or age endorsements for minors to demonstrate youth is least age for the employment.

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Questions ? Remarks ?

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Basic Provisions of The Equal Pay Act The Equal Pay Act: Prohibits sex based wage segregation – men and ladies in a similar organization who are performing work which requires rise to abilities, exertion and duty and performing under comparable working condit

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