{"id":930,"date":"2019-08-21T19:09:40","date_gmt":"2019-08-21T19:09:40","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=930"},"modified":"2024-04-25T01:31:33","modified_gmt":"2024-04-25T01:31:33","slug":"fair-labor-standards-act","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/fair-labor-standards-act\/","title":{"raw":"Fair Labor Standards Act","rendered":"Fair Labor Standards Act"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss the Fair Labor Standards Act (FLSA)<\/li>\r\n<\/ul>\r\n<\/div>\r\n<img class=\"alignright wp-image-1032\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23172848\/Vincenzo_Laviosa_-_Franklin_D._Roosevelt_-_Google_Art_Project-820x1024.jpg\" alt=\"Photograph of Franklin D. Roosevelt\" width=\"250\" height=\"312\" \/>\r\n\r\nSigned into law in 1938, then-President Franklin D Roosevelt referred to the Fair Labor Standards Act as \u201cthe most far-reaching, far-sighted program for the benefit of workers ever adopted in this or any other country.\"[footnote]\"<a href=\"https:\/\/www.u-s-history.com\/pages\/h1701.html\" target=\"_blank\" rel=\"noopener\">Fair Labor Standards Act<\/a>.\" United States History. Accessed August 22, 2019.[\/footnote] As History.com reports, \u201cthe FLSA was designed to \u2018put a ceiling over hours and a floor under wages.\u2019\u201d More broadly, the intent was to eliminate \u201clabor conditions detrimental to the maintenance of the minimum standards of living necessary for health, efficiency and well being of workers.\"[footnote]Ibid.[\/footnote]\r\n<h2>Minimum Wage<\/h2>\r\nTo that end, FLSA establishes minimum wages, overtime pay, recordkeeping, and youth employment standards for all American workers.\r\n\r\nThe initial minimum wage was $0.25\/hour, rising, over the period of 71 years, to the current federal rate of $7.25 per hour (since July 24, 2009). On July 18, 2019, the House passed a bill raising the federal minimum wage to $15.00 per hour and extending the $15.00 per hour minimum to tipped workers, who are currently paid a minimum of $2.13.[footnote]Mascaro, Lisa. \"<a href=\"https:\/\/abc7news.com\/politics\/house-approves-$15-federal-minimum-wage\/5404027\/\" target=\"_blank\" rel=\"noopener\">$15 Minimum Wage Bill Passes House; Senate Prospects are Dim<\/a>.\" ABC News. July 18, 2019. Accessed August 22, 2019.[\/footnote] However, ABC News reports that \u201cthe bill has almost no chance [of passing] in the Republican-controlled Senate.\"\r\n\r\nStates, cities and counties can set their own minimum wage laws. When an employer is subject to multiple minimum wage laws, the higher minimum wage prevails.\r\n<div class=\"textbox examples\">\r\n<h3>California Minimum Wage<\/h3>\r\nFor perspective, as of January 1, 2019, the minimum wage in California is $12.00 per hour, or $11.00 per hour for employers with 25 or fewer employees.[footnote]\"<a href=\"https:\/\/www.dir.ca.gov\/dlse\/faq_minimumwage.htm\" target=\"_blank\" rel=\"noopener\">Minimum Wage.<\/a>\" State of California Department of Industrial Relations. Accessed August 22, 2019.[\/footnote] The state minimum wage is scheduled to increase annually to $15.00 per hour in 2022 or 2023, if the employer has less than 26 employees.\r\n\r\nOn July 1, 2019, the minimum wage increased in seven Bay Area cities, with new minimums ranging from $13.50 per hour in Alameda and Fremont to $16.30 per hour in Emeryville. San Francisco and Berkeley increased the minimum wage from $15.00 to $15.59 an hour.[footnote]\"<a href=\"https:\/\/abc7news.com\/society\/minimum-wage-increases-in-the-bay-area-\/5373544\/\" target=\"_blank\" rel=\"noopener\">Minimum Wage Increases in Seven Bay Area Cities, Including San Francisco.<\/a>\" ABC News. July 01, 2019. Accessed August 22, 2019.[\/footnote]\r\n\r\n<\/div>\r\nNote that the minimum wage is law; employee and employer or cannot negotiate a lower wage and the minimum applies to adults as well as minors\u2014there is no distinction made between adults and minors when it comes to payment of the minimum wage. As stated on the California Department of Industrial Relations website, \u201cThe minimum wage is an obligation of the employer and cannot be waived by any agreement, including collective bargaining agreements.\u201d[footnote]\"Minimum Wage.\" State of California Department of Industrial Relations. Accessed August 22, 2019.[\/footnote]\r\n<h2>Working Hours and Overtime<\/h2>\r\n<img class=\"alignright wp-image-1033\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23172948\/Seal_of_the_United_States_Department_of_Labor.svg_-1024x1024.png\" alt=\"Seal of the United States Department of Labor\" width=\"350\" height=\"350\" \/>\r\n\r\nEmployees covered by the Act must receive overtime pay at a rate of at least 1.5 times their regular rate of pay for any hours worked over 40 in a workweek. The Act does not require overtime pay for work on weekends or holidays unless the overtime hours are worked on those days. An employee's workweek does not need to coincide with the calendar week. It is, however, a fixed and regularly recurring period of 168 hours.[footnote]\"<a href=\"https:\/\/www.dol.gov\/whd\/overtime_pay.htm\" target=\"_blank\" rel=\"noopener\">Overtime Pay<\/a>.\" U.S. Department of Labor. Accessed August 22, 2019.[\/footnote] The Act defines hours worked as \u201call the time during which an employee is required to be on the employer\u2019s premises, on duty, or at a prescribed workplace.\u201d[footnote]\r\n\"<a href=\"https:\/\/www.flsa.com\/coverage.html\" target=\"_blank\" rel=\"noopener\">Compliance Assistance \u2013 Wages and the Fair Labor Standards Act (FLSA).<\/a>\" Accessed August 22, 2019.[\/footnote]\r\n<h3>Exempt vs Non-Exempt<\/h3>\r\nFLSA regulations with regards to hours and overtime pay apply to non-exempt employees only. In some cases, the distinction between exempt and non-exempt is based on job classification. In other cases, the distinction is based on three factors, as outlined below:[footnote]Ibid.[\/footnote]\r\n<ul>\r\n \t<li style=\"font-weight: 400;\"><strong>Compensation test.<\/strong> If employees are paid less than $23,600 per year, they are considered non-exempt.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Salary test.<\/strong> Generally, if employees are paid on a salary basis\u2014that is, they have a \"guaranteed minimum\" amount of money they can count on receiving for any work week in which they perform \"any\" work\u2014they are exempt.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Work performed.<\/strong> Employees who meet the compensation and salary tests are exempt only if they also perform exempt job duties. Exempt job duties fall into three categories: \"executive,\" \"professional,\" and \"administrative.\" For additional details and interpretation, refer to attorneys Chamberlain, Kaufman &amp; Jones\u2019 discussion of <a href=\"https:\/\/www.flsa.com\/coverage.html\" target=\"_blank\" rel=\"noopener\">FLSA coverage<\/a>.<\/li>\r\n<\/ul>\r\nMost employees must meet all three \"tests\" to be exempt.\r\n<h2>Record Keeping<\/h2>\r\nFLSA\u2019s recordkeeping requirements including the following:\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">Employers must post an official poster outlining the provisions of the Act<\/li>\r\n \t<li style=\"font-weight: 400;\">Employers must keep records for each non-exempt worker that include specific identifying information, hours worked and wages earned. For details, refer to the U.S. Department of Labor Wage &amp; Hour Division\u2019s <a href=\"https:\/\/www.dol.gov\/whd\/regs\/compliance\/whdfs21.pdf\" target=\"_blank\" rel=\"noopener\">FLSA Recordkeeping Fact Sheet<\/a>.<\/li>\r\n \t<li style=\"font-weight: 400;\">Payroll and related records (e.g., collective bargaining agreements) must be retained onsite or in a central records office for 3 years<\/li>\r\n \t<li style=\"font-weight: 400;\">Supporting documentation (i.e., work and time schedules and records of any adjustments to wages) should be retained for two years<\/li>\r\n<\/ul>\r\nRecords must be open for inspection by Wage &amp; Hour Division representatives, who may ask the employer to make extensions, computations, or transcriptions.\r\n<h2>Workers under 18<\/h2>\r\nAs stated by the U.S. Department of Labor, \u201cThe youth employment provisions of the FLSA were enacted to ensure that when young people work, the work does not jeopardize their health, well-being or educational opportunities.\u201d FLSA provisions applicable to nonagricultural occupations are summarized below; for <a href=\"https:\/\/www.dol.gov\/whd\/regs\/compliance\/childlabor102.htm\" target=\"_blank\" rel=\"noopener\">Child Labor Requirements in Agricultural Occupations<\/a> refer to the associated DOL compliance page.\r\n\r\nBoth Federal and State laws govern the employment of young workers; when both are applicable, the stricter standard applies.\r\n\r\nMinimum Age Standards For Employment[footnote]\"<a href=\"https:\/\/www.dol.gov\/whd\/regs\/compliance\/whdfs43.pdf\" target=\"_blank\" rel=\"noopener\">Child Labor Provisions of the Fair Labor Standards Act (FLSA) for Nonagricultural Occupations<\/a>.\" U.S. Department of Labor Wage and Hour Division. Accessed August 22, 2019.[\/footnote]\r\n<blockquote>Under 14\u2014May not be employed in non-agricultural occupations covered by the FLSA. Permissible employment includes acting, delivering newspapers, minor chores around private homes, or casual baby-sitting.\r\n\r\n14\u201315\u2014May be employed outside school hours in a variety of non-manufacturing and non-hazardous jobs for limited periods of time and under specified conditions.\r\n\r\n16\u201317\u2014The basic minimum age for employment. May be employed for unlimited hours in any occupation other than those declared hazardous by the Secretary of Labor.\r\n\r\n18\u2014No longer subject to youth employment provisions.<\/blockquote>\r\nChildren of any age are generally permitted to work for businesses entirely owned by their parents; however, children under 16 may not be employed in mining or manufacturing, and no one under 18 may be employed in any occupation the Secretary of Labor has declared to be hazardous.\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/86344427-e13c-4999-9381-f6e580f02d33\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss the Fair Labor Standards Act (FLSA)<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1032\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23172848\/Vincenzo_Laviosa_-_Franklin_D._Roosevelt_-_Google_Art_Project-820x1024.jpg\" alt=\"Photograph of Franklin D. Roosevelt\" width=\"250\" height=\"312\" \/><\/p>\n<p>Signed into law in 1938, then-President Franklin D Roosevelt referred to the Fair Labor Standards Act as \u201cthe most far-reaching, far-sighted program for the benefit of workers ever adopted in this or any other country.&#8221;<a class=\"footnote\" title=\"&quot;Fair Labor Standards Act.&quot; United States History. Accessed August 22, 2019.\" id=\"return-footnote-930-1\" href=\"#footnote-930-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> As History.com reports, \u201cthe FLSA was designed to \u2018put a ceiling over hours and a floor under wages.\u2019\u201d More broadly, the intent was to eliminate \u201clabor conditions detrimental to the maintenance of the minimum standards of living necessary for health, efficiency and well being of workers.&#8221;<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-930-2\" href=\"#footnote-930-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a><\/p>\n<h2>Minimum Wage<\/h2>\n<p>To that end, FLSA establishes minimum wages, overtime pay, recordkeeping, and youth employment standards for all American workers.<\/p>\n<p>The initial minimum wage was $0.25\/hour, rising, over the period of 71 years, to the current federal rate of $7.25 per hour (since July 24, 2009). On July 18, 2019, the House passed a bill raising the federal minimum wage to $15.00 per hour and extending the $15.00 per hour minimum to tipped workers, who are currently paid a minimum of $2.13.<a class=\"footnote\" title=\"Mascaro, Lisa. &quot;$15 Minimum Wage Bill Passes House; Senate Prospects are Dim.&quot; ABC News. July 18, 2019. Accessed August 22, 2019.\" id=\"return-footnote-930-3\" href=\"#footnote-930-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a> However, ABC News reports that \u201cthe bill has almost no chance [of passing] in the Republican-controlled Senate.&#8221;<\/p>\n<p>States, cities and counties can set their own minimum wage laws. When an employer is subject to multiple minimum wage laws, the higher minimum wage prevails.<\/p>\n<div class=\"textbox examples\">\n<h3>California Minimum Wage<\/h3>\n<p>For perspective, as of January 1, 2019, the minimum wage in California is $12.00 per hour, or $11.00 per hour for employers with 25 or fewer employees.<a class=\"footnote\" title=\"&quot;Minimum Wage.&quot; State of California Department of Industrial Relations. Accessed August 22, 2019.\" id=\"return-footnote-930-4\" href=\"#footnote-930-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a> The state minimum wage is scheduled to increase annually to $15.00 per hour in 2022 or 2023, if the employer has less than 26 employees.<\/p>\n<p>On July 1, 2019, the minimum wage increased in seven Bay Area cities, with new minimums ranging from $13.50 per hour in Alameda and Fremont to $16.30 per hour in Emeryville. San Francisco and Berkeley increased the minimum wage from $15.00 to $15.59 an hour.<a class=\"footnote\" title=\"&quot;Minimum Wage Increases in Seven Bay Area Cities, Including San Francisco.&quot; ABC News. July 01, 2019. Accessed August 22, 2019.\" id=\"return-footnote-930-5\" href=\"#footnote-930-5\" aria-label=\"Footnote 5\"><sup class=\"footnote\">[5]<\/sup><\/a><\/p>\n<\/div>\n<p>Note that the minimum wage is law; employee and employer or cannot negotiate a lower wage and the minimum applies to adults as well as minors\u2014there is no distinction made between adults and minors when it comes to payment of the minimum wage. As stated on the California Department of Industrial Relations website, \u201cThe minimum wage is an obligation of the employer and cannot be waived by any agreement, including collective bargaining agreements.\u201d<a class=\"footnote\" title=\"&quot;Minimum Wage.&quot; State of California Department of Industrial Relations. Accessed August 22, 2019.\" id=\"return-footnote-930-6\" href=\"#footnote-930-6\" aria-label=\"Footnote 6\"><sup class=\"footnote\">[6]<\/sup><\/a><\/p>\n<h2>Working Hours and Overtime<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1033\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/23172948\/Seal_of_the_United_States_Department_of_Labor.svg_-1024x1024.png\" alt=\"Seal of the United States Department of Labor\" width=\"350\" height=\"350\" \/><\/p>\n<p>Employees covered by the Act must receive overtime pay at a rate of at least 1.5 times their regular rate of pay for any hours worked over 40 in a workweek. The Act does not require overtime pay for work on weekends or holidays unless the overtime hours are worked on those days. An employee&#8217;s workweek does not need to coincide with the calendar week. It is, however, a fixed and regularly recurring period of 168 hours.<a class=\"footnote\" title=\"&quot;Overtime Pay.&quot; U.S. Department of Labor. Accessed August 22, 2019.\" id=\"return-footnote-930-7\" href=\"#footnote-930-7\" aria-label=\"Footnote 7\"><sup class=\"footnote\">[7]<\/sup><\/a> The Act defines hours worked as \u201call the time during which an employee is required to be on the employer\u2019s premises, on duty, or at a prescribed workplace.\u201d<a class=\"footnote\" title=\"&quot;Compliance Assistance \u2013 Wages and the Fair Labor Standards Act (FLSA).&quot; Accessed August 22, 2019.\" id=\"return-footnote-930-8\" href=\"#footnote-930-8\" aria-label=\"Footnote 8\"><sup class=\"footnote\">[8]<\/sup><\/a><\/p>\n<h3>Exempt vs Non-Exempt<\/h3>\n<p>FLSA regulations with regards to hours and overtime pay apply to non-exempt employees only. In some cases, the distinction between exempt and non-exempt is based on job classification. In other cases, the distinction is based on three factors, as outlined below:<a class=\"footnote\" title=\"Ibid.\" id=\"return-footnote-930-9\" href=\"#footnote-930-9\" aria-label=\"Footnote 9\"><sup class=\"footnote\">[9]<\/sup><\/a><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><strong>Compensation test.<\/strong> If employees are paid less than $23,600 per year, they are considered non-exempt.<\/li>\n<li style=\"font-weight: 400;\"><strong>Salary test.<\/strong> Generally, if employees are paid on a salary basis\u2014that is, they have a &#8220;guaranteed minimum&#8221; amount of money they can count on receiving for any work week in which they perform &#8220;any&#8221; work\u2014they are exempt.<\/li>\n<li style=\"font-weight: 400;\"><strong>Work performed.<\/strong> Employees who meet the compensation and salary tests are exempt only if they also perform exempt job duties. Exempt job duties fall into three categories: &#8220;executive,&#8221; &#8220;professional,&#8221; and &#8220;administrative.&#8221; For additional details and interpretation, refer to attorneys Chamberlain, Kaufman &amp; Jones\u2019 discussion of <a href=\"https:\/\/www.flsa.com\/coverage.html\" target=\"_blank\" rel=\"noopener\">FLSA coverage<\/a>.<\/li>\n<\/ul>\n<p>Most employees must meet all three &#8220;tests&#8221; to be exempt.<\/p>\n<h2>Record Keeping<\/h2>\n<p>FLSA\u2019s recordkeeping requirements including the following:<\/p>\n<ul>\n<li style=\"font-weight: 400;\">Employers must post an official poster outlining the provisions of the Act<\/li>\n<li style=\"font-weight: 400;\">Employers must keep records for each non-exempt worker that include specific identifying information, hours worked and wages earned. For details, refer to the U.S. Department of Labor Wage &amp; Hour Division\u2019s <a href=\"https:\/\/www.dol.gov\/whd\/regs\/compliance\/whdfs21.pdf\" target=\"_blank\" rel=\"noopener\">FLSA Recordkeeping Fact Sheet<\/a>.<\/li>\n<li style=\"font-weight: 400;\">Payroll and related records (e.g., collective bargaining agreements) must be retained onsite or in a central records office for 3 years<\/li>\n<li style=\"font-weight: 400;\">Supporting documentation (i.e., work and time schedules and records of any adjustments to wages) should be retained for two years<\/li>\n<\/ul>\n<p>Records must be open for inspection by Wage &amp; Hour Division representatives, who may ask the employer to make extensions, computations, or transcriptions.<\/p>\n<h2>Workers under 18<\/h2>\n<p>As stated by the U.S. Department of Labor, \u201cThe youth employment provisions of the FLSA were enacted to ensure that when young people work, the work does not jeopardize their health, well-being or educational opportunities.\u201d FLSA provisions applicable to nonagricultural occupations are summarized below; for <a href=\"https:\/\/www.dol.gov\/whd\/regs\/compliance\/childlabor102.htm\" target=\"_blank\" rel=\"noopener\">Child Labor Requirements in Agricultural Occupations<\/a> refer to the associated DOL compliance page.<\/p>\n<p>Both Federal and State laws govern the employment of young workers; when both are applicable, the stricter standard applies.<\/p>\n<p>Minimum Age Standards For Employment<a class=\"footnote\" title=\"&quot;Child Labor Provisions of the Fair Labor Standards Act (FLSA) for Nonagricultural Occupations.&quot; U.S. Department of Labor Wage and Hour Division. Accessed August 22, 2019.\" id=\"return-footnote-930-10\" href=\"#footnote-930-10\" aria-label=\"Footnote 10\"><sup class=\"footnote\">[10]<\/sup><\/a><\/p>\n<blockquote><p>Under 14\u2014May not be employed in non-agricultural occupations covered by the FLSA. Permissible employment includes acting, delivering newspapers, minor chores around private homes, or casual baby-sitting.<\/p>\n<p>14\u201315\u2014May be employed outside school hours in a variety of non-manufacturing and non-hazardous jobs for limited periods of time and under specified conditions.<\/p>\n<p>16\u201317\u2014The basic minimum age for employment. May be employed for unlimited hours in any occupation other than those declared hazardous by the Secretary of Labor.<\/p>\n<p>18\u2014No longer subject to youth employment provisions.<\/p><\/blockquote>\n<p>Children of any age are generally permitted to work for businesses entirely owned by their parents; however, children under 16 may not be employed in mining or manufacturing, and no one under 18 may be employed in any occupation the Secretary of Labor has declared to be hazardous.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_86344427-e13c-4999-9381-f6e580f02d33\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/86344427-e13c-4999-9381-f6e580f02d33?iframe_resize_id=assessment_practice_id_86344427-e13c-4999-9381-f6e580f02d33\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-930\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Fair Labor Standards Act. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">Public domain content<\/div><ul class=\"citation-list\"><li>Franklin D. Roosevelt. <strong>Authored by<\/strong>: Vincenzo Laviosa. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/commons.wikimedia.org\/wiki\/File:Vincenzo_Laviosa_-_Franklin_D._Roosevelt_-_Google_Art_Project.jpg\">https:\/\/commons.wikimedia.org\/wiki\/File:Vincenzo_Laviosa_-_Franklin_D._Roosevelt_-_Google_Art_Project.jpg<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/pdm\">Public Domain: No Known Copyright<\/a><\/em><\/li><li>The seal of the United States Department of Labor. <strong>Provided by<\/strong>: U.S. Department of Labor. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/commons.wikimedia.org\/wiki\/File:Seal_of_the_United_States_Department_of_Labor.svg\">https:\/\/commons.wikimedia.org\/wiki\/File:Seal_of_the_United_States_Department_of_Labor.svg<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/pdm\">Public Domain: No Known Copyright<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-930-1\">\"<a href=\"https:\/\/www.u-s-history.com\/pages\/h1701.html\" target=\"_blank\" rel=\"noopener\">Fair Labor Standards Act<\/a>.\" United States History. Accessed August 22, 2019. <a href=\"#return-footnote-930-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-930-2\">Ibid. <a href=\"#return-footnote-930-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-930-3\">Mascaro, Lisa. \"<a href=\"https:\/\/abc7news.com\/politics\/house-approves-$15-federal-minimum-wage\/5404027\/\" target=\"_blank\" rel=\"noopener\">$15 Minimum Wage Bill Passes House; Senate Prospects are Dim<\/a>.\" ABC News. July 18, 2019. Accessed August 22, 2019. <a href=\"#return-footnote-930-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-930-4\">\"<a href=\"https:\/\/www.dir.ca.gov\/dlse\/faq_minimumwage.htm\" target=\"_blank\" rel=\"noopener\">Minimum Wage.<\/a>\" State of California Department of Industrial Relations. Accessed August 22, 2019. <a href=\"#return-footnote-930-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><li id=\"footnote-930-5\">\"<a href=\"https:\/\/abc7news.com\/society\/minimum-wage-increases-in-the-bay-area-\/5373544\/\" target=\"_blank\" rel=\"noopener\">Minimum Wage Increases in Seven Bay Area Cities, Including San Francisco.<\/a>\" ABC News. July 01, 2019. Accessed August 22, 2019. <a href=\"#return-footnote-930-5\" class=\"return-footnote\" aria-label=\"Return to footnote 5\">&crarr;<\/a><\/li><li id=\"footnote-930-6\">\"Minimum Wage.\" State of California Department of Industrial Relations. Accessed August 22, 2019. <a href=\"#return-footnote-930-6\" class=\"return-footnote\" aria-label=\"Return to footnote 6\">&crarr;<\/a><\/li><li id=\"footnote-930-7\">\"<a href=\"https:\/\/www.dol.gov\/whd\/overtime_pay.htm\" target=\"_blank\" rel=\"noopener\">Overtime Pay<\/a>.\" U.S. Department of Labor. Accessed August 22, 2019. <a href=\"#return-footnote-930-7\" class=\"return-footnote\" aria-label=\"Return to footnote 7\">&crarr;<\/a><\/li><li id=\"footnote-930-8\">\r\n\"<a href=\"https:\/\/www.flsa.com\/coverage.html\" target=\"_blank\" rel=\"noopener\">Compliance Assistance \u2013 Wages and the Fair Labor Standards Act (FLSA).<\/a>\" Accessed August 22, 2019. <a href=\"#return-footnote-930-8\" class=\"return-footnote\" aria-label=\"Return to footnote 8\">&crarr;<\/a><\/li><li id=\"footnote-930-9\">Ibid. <a href=\"#return-footnote-930-9\" class=\"return-footnote\" aria-label=\"Return to footnote 9\">&crarr;<\/a><\/li><li id=\"footnote-930-10\">\"<a href=\"https:\/\/www.dol.gov\/whd\/regs\/compliance\/whdfs43.pdf\" target=\"_blank\" rel=\"noopener\">Child Labor Provisions of the Fair Labor Standards Act (FLSA) for Nonagricultural Occupations<\/a>.\" U.S. Department of Labor Wage and Hour Division. Accessed August 22, 2019. <a href=\"#return-footnote-930-10\" class=\"return-footnote\" aria-label=\"Return to footnote 10\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":3,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Fair Labor Standards Act\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"pd\",\"description\":\"Franklin D. 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