Labor Standards Act’s protection

However, as previously mentioned, farm workers on small farms, are not covered from both overtime pay and minimum wage requirements. There are other numerous illustrations of employees who are exempt from the Fair Labor Standards Act’s protection. Employees who receive more than half of their entire earnings from sales commissions are generally exempt from the Act’s requirements. Also computer professionals who received no less than $27. 63 for every hour are not permitted to overtime pay (enotes. com, n. d. ).

Finally, mechanics and drivers whose occupations have an effect on the safety of vehicles that transport property or people are exempt from the requirement of overtime pay. Minimum Wage The Fair Labor Standards Act obliges employers of covered employees who are not otherwise excused to compensate the said employees a minimum wage of not below $5. 85 for every hour work performed starting July 24, 2007; $6. 55 for every hour of work performed starting July 24, 2008; and $7. 25 for every hour work performed starting July 24, 2009 (U. S. Department of Labor, 2007, n. p. ).

Workers less than 20 years old may be remunerated a minimum wage an hour of not less than $4. 25 for the duration of the first 90 uninterrupted calendar days of service with an employer (U. S. Department of Labor, 2007, n. p. ). A variety of minimum wage exceptions conform under particular circumstances to employees who are full-time students, with disabilities, and as previously mentioned youth below 20 years old, student-learners and tipped employees (U. S. Department of Labor, n. d. ).

However, employers may not relocate any employee to employ someone at the youth minimum remuneration. Several States in America as well have implemented minimum wage laws. Where a worker is exposed to both the federal and state minimum wage laws, the worker is allowed to the higher of the two minimum wages (U. S. Department of Labor, n. d. ). Hours of Work Law Generally, workday denotes the period between the time on every particular day when an employee starts his or her “principal activity” and the time on that day at which he or she ends such primary activities or activity (U. S. Department of Labor, 2007, p. 1).

The workday may consequently be longer than the employee’s scheduled hours, shift, production line time, or tour of duty. The FLSA obliges employers to compensate covered employees not less than one and one-half times their standard wage rate for the entire hours worked in excess of 40 in a single workweek, unless the employees are exempted from the coverage. The Act also forbids performance of certain categories of work in an employee’s residence unless the employer has acquired previous certification from the Department of Labor.

Limitations affect in the manufacture of mittens and gloves, knitted outwear, buckles and buttons, embroideries, handkerchiefs, and jewelries under certain conditions (U. S. Department of Labor, 2007, n. p. ). Employers desiring to provide work for homeworkers in the aforesaid industries are obliged to provide written guarantees to the Department of Labor that they will conform to the Act’s wage and other conditions. In all cases, employers must maintain records on hours, wages, and other information as set forth in the regulations of the Department of Labor.