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Human Resources

Human Resources

Describe and explain the legal requirements of the Fair Labor Standards Act (FLSA) used to regulate employee compensation.
Describe and explain the four (4) major factors that impact employee stress.
Describe and explain the pros and cons of open-door policies?
Describe and explain helpful guidelines in repatriating employees from an overseas assignment.
Describe and explain all the advantages of incentive pay programs.

The Acceptable Labour Requirements Work (FLSA) determines minimum salary, extra time pay out, recordkeeping, and child effort requirements affecting full time and part-time workers inside the individual industry and in Federal government, Status, and native governments.

The Salary and Hour or so Department (WHD) in the U.S. Department of Labor (DOL) administers and enforces the FLSA with respect to private employment, State and local government employment, and Federal employees of the Library of Congress, U.S. Postal Service, Postal Rate Commission, and the Tennessee Valley Authority. The FLSA is enforced by the U.S. Office of Personnel Management for employees of other Executive Branch agencies, and by the U.S. Congress for covered employees of the Legislative Branch.

Particular regulations affect Status and local federal government career involving blaze safety and law enforcement actions, volunteer providers, and compensatory time off as an alternative to income extra time pay.

Standard Income Specifications Covered, nonexempt staff is called to a minimum wage of $7.25 per hour efficient July 24, 2009. Special provisions apply to workers in American Samoa and the Commonwealth of the Northern Mariana Islands. Nonexempt workers must be paid overtime pay at a rate of not less than one and one-half times their regular rates of pay after 40 hours of work in a workweek.

Wages required by the FLSA are thanks about the normal pay day for that pay time included. Deductions made from wages for such items as cash or merchandise shortages, employer-required uniforms, and tools of the trade, are not legal to the extent that they reduce the wages of employees below the minimum rate required by the FLSA or reduce the amount of overtime pay due under the FLSA.

The FLSA features some exemptions from these simple criteria. Some apply to specific types of businesses; others apply to specific kinds of work.

Whilst the FLSA does set fundamental minimal income and over time spend standards and oversees the work of minors, there are numerous of job procedures which the FLSA is not going to normalize.

For example, the FLSA does not require:

vacation, getaway, severance, or unwell pay dish or relax times, holidays off, or holidays superior buy weekend or holiday work pay improves or fringe positive aspects or a release discover, reason for release, or immediate transaction of last earnings to terminated staff. The FLSA does not provide wage payment or collection procedures for an employee’s usual or promised wages or commissions in excess of those required by the FLSA. However, some States do have laws under which such claims (sometimes including fringe benefits) may be filed.

Also, the FLSA is not going to reduce the quantity of hours everyday or days in a week an employee is usually necessary or planned to be effective, which include over time several hours, if the personnel are at least 16 years of age.

The above mentioned is important are for deal in between the boss as well as the staff members or their approved reps.

All workers of certain enterprises having employees involved in interstate trade, creating items for interstate business, or handling, selling, or otherwise focusing on goods or resources which have been moved in or generated for this sort of trade by anyone, are covered by the FLSA.

A covered enterprise is the related activities performed through unified operation or common control by any person or persons for a common business purpose and —

whose annual gross volume of sales made or business done is not less than $500,000 (exclusive of excise taxes at the retail level that are separately stated); or is engaged in the operation of a hospital, an institution primarily engaged in the care of the sick, the aged, or the mentally ill who reside on the premises; a school for mentally or physically disabled or gifted children; a preschool, an elementary or secondary school, or an institution of higher education (whether operated for profit or not for profit); or is an activity of a public agency. Any enterprise that was covered by the FLSA on March 31, 1990, and that ceased to be covered because of the revised $500,000 test, continues to be subject to the overtime pay, child labor and recordkeeping provisions of the FLSA.

Staff members of businesses that happen to be not protected enterprises beneath the FLSA still may be subject to its minimum salary, extra time spend, recordkeeping, and little one labour provisions when they are individually engaged in interstate commerce or perhaps in producing merchandise for interstate business, or perhaps in any closely-relevant process or job directly important to this kind of creation. Such employees include those who: work in communications or transportation; regularly use the mails, telephones, or telegraph for interstate communication, or keep records of interstate transactions; handle, ship, or receive goods moving in interstate commerce; regularly cross State lines in the course of employment; or work for independent employers who contract to do clerical, custodial, maintenance, or other work for firms engaged in interstate commerce or in the production of goods for interstate commerce.

Domestic service workers such as day workers, housekeepers, chauffeurs, cooks, or full-time babysitters are covered if:

their funds salary from one workplace in calendar calendar year 2010 tend to be at very least $1,700 (this calendar calendar year limit is altered from the Social Safety Administration each and every year) or they operate a total of over 8 hrs a week for a number of organisations.

Tipped employees are people involved in jobs through which they customarily and regularly receive greater than $30 a month in ideas. The employer may consider tips as part of wages, but the employer must pay at least $2.13 an hour in direct wages.

The business who elects to use the idea credit score supply must inform the employee beforehand and must be able to show that the worker obtains no less than the relevant lowest pay (see above) when direct salary and also the suggestion credit score allowance are put together. If an employee’s tips combined with the employer’s direct wages of at least $2.13 an hour do not equal the minimum hourly wage, the employer must make up the difference. Also, employees must retain all of their tips, except to the extent that they participate in a valid tip pooling or sharing arrangement.