Fair Labor Standards Act Introduction: According

Introduction: According to Mike Deblieux in his book "Legal Issues for Managers" (1996), the Fair Labor Standards Act of 1938 (FLSA) is best known because it establishes the federal minimum wage. The FLSA is the most important and most far-reaching law guaranteeing a worker's right to be paid fairly. The widespread application of the FLSA is that almost every employer in the Unites States is subject to some aspect of the FLSA, and almost every employee receives some benefit and enjoys some specific protection as a result of the passage of this federal law as well as frequent amendments which have expanded the protections afforded to American workers. The FLSA also requires employers to pay nonexempt employees overtime at a rate of at least one and one-half times their regular rate of pay for all hours worked over forty hours in a workweek. The FLSA does not permit non-exempt employees to waive their right to be paid overtime. The FLSA requires employers to pay non exempt employees for all hours work, whether the time worked was authorized or not.

The FLSA also addresses issues including pay for On-Call time, for Training time, for Travel time, and for Compensatory time. The FLSA places numerous restrictions on the employment of minors. The FLSA also requires employers to pay women and men similar pay for similar work performed under similar circumstances (Deblieux, 1996).

According to Dana Shilling in her book "The Complete Guide to Human Resou

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and job restoration after leave; notice and certification of the need for FMLA leave; and protection for employees who request or take FMLA leave. To be eligible for FMLA benefits, an employee must: Work for a covered employer; Have worked for the employer for a total of 12 months; Have worked at least 1,250 hours over the previous 12 months; and Work at a location in the United States or in any territory or possession of the United States where at least 50 employees are employed by the employer within 75 miles A covered employer for a qualified employee is required to maintain group health insurance coverage for an employee on FMLA leave whenever such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. An employee on FMLA leave may pay the employee share of the premiums either on a current basis or upon their return to work. The employer cannot require prepayment, and regulations provide that if an employee does not meet the agreed upon date for payment of the premium, they will have a thirty day grace period during which provision of health coverage will not be affected. When a covered employee returns from FMLA leave, the empl

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