Increases in the minimum wage are predominantly significant to women and other minority groups, for the reason that they are heavily grouped in low-wage employments. Some employers steer clear of hiring older, minorities or women workers in order to evade litigation. The Fair Labor Standards Act obliges employers of covered employees who are not otherwise excused to compensate the said employees a minimum wage. However, reducing unemployment rate among the aforementioned groups involves policies other than that accentuate employment discrimination.
Wage and Hour Laws and Discrimination as Two Parts of Employment Law The Fair Labor Standards Act (FLSA), commonly identified as the Federal wage and hour law, covers the large majority of the United States workers and safeguards workers in the lowest paid industries and occupations. Passed in 1938 to meet up the social and economic problems of the Great Depression, the law instituted a nationwide minimum wage benchmark for covered employment (Women’s Bureau, 1997, p. 201).
The Fair Labor Standards Act also instituted Federal standards for overtime pay and child labor. The said standards have an effect on more than 100 million workers in the United States, both in public and private sectors as well in part-time and full-time employment positions (U. S. Department of Labor, 2007, n. p. ). The Act applies to ventures with employees who produce goods for interstate business; employ in interstate business; or work, handle, or sell on materials or goods that have been moved in or manufactured for interstate business.
The FLSA, however disallows the shipment of merchandises in interstate commerce that were manufactured in contravention of the overtime pay, special minimum wage, child labor, or minimum wage provisions. The FLSA further cover institutions that: principally engaged in the care of the mentally ill, sick disabled, or aged who live on the premises of the said institutions; local, federal and state government agencies, and schools for children who are physically, or mentally gifted or disabled; hospitals; and secondary, preschool, and elementary institutions and schools of higher education (U. S. Department of Labor, 2007, n. p. ).
Additionally, the Act covers domestic service workers, such as full-time babysitters, day workers, cooks, chauffeurs, or housekeepers if starting in 2007, they were receiving no less than $1,500 in cash wages from one employer, or if they work a total of more than 8 hours a week for one or more employer. In general, there are only two ways wherein an employee can be protected by the law, namely: “individual coverage” and “enterprise coverage. ”