The Fair Labor Standards Act (FLSA) covers several aspects of employment. All employers must have a good understanding of these if they want to protect their company from claims of violations. The U.S. Department of Labor's Wage and Hour Division is the entity that oversees compliance for most employers.
The Fair Labor Standards Act (FLSA) is meant to protect employees, which means that employers must ensure compliance so they don't face claims of mistreatment. There are many things that can lead to employees claiming that employers aren't following this law. In some cases, the issue is that an employee is unhappy with an employment decision you made and files a complaint. It is possible that some claims of FLSA violations against your company might be fabricated.
While there are several things that the Fair Labor Standards Act (FLSA) requires employers to do for their employees, there are many things that aren't specifically required. Many of these things are considered perks of certain positions, but they aren't things that must be done. It is important for you to know these things so that you can ensure your company is protecting its own interests, as well as those of the employees who count on you to earn a living.
Employees count on their employers to follow all applicable laws. When the employer doesn't do this, the employee might have to take legal action. There isn't any good reason for companies to try to take advantage of their workers by violating these rules.
If you are an employer in the state of Pennsylvania, it is likely that you employ some workers who are eligible for overtime. Workers eligible for overtime are those who are not exempt from the Fair Labor Standards Act (FLSA).
If your job requires traveling to different locations in order to work, your travel costs might be significant. In addition to this, you might spend a lot more time traveling to some work locations than others. This will likely lead you to wonder whether you have the right to be compensated for the time spent traveling.
Young people in the workplace have certain laws in place in order to protect them, but they are also subject to lower minimum wage requirements because of their lack of experience and to increase their employability.
As an employer, you will likely go through cycles of expansion and contraction. Sometimes the strength of your industry will mean that you need to hire large quantities of people to meet demands, and other times you may find yourself losing money while employees have little work to perform.
As an employer, it is likely that you employ people at many different levels, from experienced seniors to entry level workers. The Fair Labor Standards Act (FLSA) has put in place many measures for making sure that workers are not employed too young, and that children are protected from performing hazardous or stressful jobs.
As an employer, you may occasionally need to hire independent contractors in order to get the job done. While this can be an economically efficient way to bring in extra resources for a particular project, it is important to understand the intricacies of employee classification under the law, and how you can work to avoid any legal breaches and litigation as a result.