Fair Labour Standards Act (FLSA)

The Fair Labor Standards Act which is also referred to as Wages and Hours in United States was mainly developed to protect the works working in the international firms and any domestic commercial firms. The act was to cover all the employees expect in the cases where the employer gave a written exception. In 1938 the act was essential in handling discussions related to minimum wages, child labor and work environment such as overtime hours, and insurance in the work place.

From 1938 the Portal-TO Portal act was formed to try and amend the Fair Labor Standards for the betterment of employees work conditions and federal employment protection. In 1994 several exceptions were voiced and were be upheld by all employers and employees who were members of the FLSA. One of the most notable exceptions was ‘clear affirmative evidence’ requirement, this exception required employers to give employees security of their jobs. Employers could no longer dismiss employees any time at will.

The act was further expanded to include employee job description, the employers were asked to ensure that employee duties were well defined and understood by each and every employee. It was also stated that any Agency was not recommended to raise the FLSA exemptions after the proceedings. If any Agency violated this rule the union was asked to reject the arbitration hearings. In addition the exceptions concerning the time of raising FLSA exemptions also stated that employee mistakes could be proved and pleaded by a defendant.

The exceptions stated that the FLSA teams and recommendations only were meant to a bind to employers who were fully members of the FLSA union. Therefore the burden of proof was the responsibility of the employers who agree to the new exceptions and for that reason employees could not be ruled out incases where their were doubt regarding the employer meeting the recommendations of the exceptions. Other exceptions that are worth noting regarding FLSA were the requirements regarding employees receiving overtime pay.

It was stated that for this to be possible employees should have worked for forty excess hours a week, the worked performed was meant to benefit the employer and there was no proper compensation for the job. By the end of 1994 other exceptions were sill forwarded and included in the FLSA; burden of proof in relation to overtime wages, what were employee responsibilities or definition of work, ‘stand by time’ and terms of employee damage compensation. Opinions and concerns of different groups During the FLSA exceptions placement several groups hard their onions.

Association for example seemed to act to the employees’ best interest. It was clear that in order to improve company efficiency, employee motivation was necessary. Employers were actively involved ensuring the FLSA was to the companies’ best interest and therefore the FLSA was to ensure company objectives were achieved. Political groups were mainly involved in introducing the FLSA exceptions since they assisted in ensuring Fair Labor Standards Act was in accordance to the company law and human rights. In conclusion, the 1994 exceptions in the FLSA were for the benefit of both the employers and the employees.

For the exceptions to be fully implemented and adhered to all several parties were responsible. References 1. Burkhauser, Richard V. Finegan, T. Aldrich (1989). "The Minimum Wage and the Poor: The End of a Relationship". Journal of Policy Analysis and Management 2. McDonald's pubication. Corporate FAQ. McDonald's Corporation. Retrieved on 2007-11-24. 3. Joe Bramhall. McDonald's Corporation. Hoovers. Retrieved on 2007-11-24. 4. McDonald's Wraps Up Boston Market Sale. Dow Jones & Company, Inc. News Services (2007-08-27). Retrieved on 2007-08-28