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Brittany Luther TuesdayApr 4 at 8:39pm The fair labor standards act or FLSA does serve as a guide to many things. The purpose of the FLSA was to help achieve better working conditions. This would be set forward by establishing federal standards for minimum wages, overtime pay, child labor and employer recordkeeping. The FLSA's guidelines affect employers and full-time and part-time workers in both public and private sectors. As an employer some of the common mistakes that made are classifying all salaried employees exempt and making determination based on position titles. However, hiring an exempt employee can be difficult to achieve. FLSA was design to be facilitate healthy working conditions for employee with fair and equal pay. "FLSA does not require: vacation, holiday, severance, or sick pay; meal or rest periods, holidays off, or vacations; premium pay for weekend or holiday work; pay raises or fringe benefits; or a discharge notice, reason for discharge, or immediate payment of final wages to terminated employees" (Dept of Justice, 2016). Instead they implement a standard for everyone to operate with. By saying things like you must offer this minimum wage or compensation for these positions. These guidelines serve as a benefit for companies to navigate, on the other hand, they are not always black and white. They can be situational. Take the example below of an employee's claim against an employer for retaliation. "In October 2011 and in early 2012, the plaintiff requested that the company compensate him for unpaid vacation and work hours. The company paid the plaintiff all the money that he claimed he was owed. Over the next several months, however, it reduced his work hours and assigned the plaintiff “forced vacation” time" (Tolle, 2015). The employee claimed to be retaliated against once asking for the company to compensate unpaid vacation and then shortened his hours. The policy for FLSA states there would not be any retaliation in any form and this situation turns into a legal matter from here. This is one of those situations where FLSA does not always feel like a benefit but more of a non benefit. Dept. of Justice (2016). Handy Reference Guide to the Fair Labor Standards Act. https://www.dol.gov/whd/regs/compliance/hrg.htm Tolle, N. L. (2015, September 1). Oral complaints to employer alleging FLSA violations could serve as basis for retaliation claim, court rules. Employee Benefit Plan Review, 70(3). Marilyn Faulkenburg 7:48amApr 6 at 7:48am Marcus, your post on increasing the minimum wage and the pros and cons was good. I think over the last 2-3 years, the employee has made it very clear they will not work for the current minimum wage and are demanding higher wages. No matter what the minimum wage is, workers are being paid much more. Marcus Mccall Yesterday Apr 5 at 2:46pm FLSA requires the revision to address raising the federal minimum wage. It includes changes that have a significant impact on workers in the country. It contains benefits that require modification and the raising of the minimum wage. This ensures that workers earn a living wage (Andrias, 2019). This requires improving living standards and reducing their reliance on government assistance programs. This includes overtime eligibility, ensuring workers are fairly compensated for the work. It can help in improving job satisfaction and reduce turnover rates. It requires potential drawbacks to revisions, and it includes opponents' argument that raising the minimum wage could lead to job losses. Employers may need to cut back on staffing to offset the increased labor costs (Dol.gov, 2023). It includes employers trying to shift to part-time work and working on the automation of specific tasks required for paying for overtime. This includes proposed revisions for FLSA concerning the minimum wage. It includes overtime wages represent an essential step towards ensuring that all workers are fairly compensated. It may consist of potential drawbacks for making revisions. However, the benefits of a living wage and fair overtime pay far outweigh the costs. It requires assuring workers that enable earn a decent living. The concerning minimum wage and overtime wages includes intense debate in the United States. The proponent's argument has raised the concern of minimum wage and expanding overtime with the eligibility will benefit workers. This includes an opposing view for opponents that may hurt employers. As per the employer's perspective, the benefits include a raise in the minimum wage expansion overtime eligibility, which should provide a clear idea. Furthermore, higher wages can increase employee satisfaction and motivation, resulting in higher productivity and lower turnover rates. Therefore, expanding overtime eligibility can help ensure that employees are fairly compensated for the work, resulting in better job satisfaction and lower turnover rates. On the other hand, there is a high potential for non-benefits from revising employers (Martiniano, 2021). Higher wages and overtime eligibility can help in increasing labor costs. The Fair Labour Standards Act changes made more workers eligible for overtime pay. However, some critics argue that the new rules do not go far enough to address worker exploitation and inequality issues—the burden on smaller businesses or those with already tight profit margins. As a result, employers may reduce employee hours and provide benefits to offset these costs. It can negatively impact employee morale and retention (Npr.org, 2023). In evaluating the proposed revisions to the FLSA, it is essential to consider both the benefits and non-benefits for both workers and employers. This can be a potential downside for employers. However, it must be remembered that it requires revisions and aims to improve lives—the livelihoods of millions of workers nationwide. References: Andrias, K. (2019). An American Approach to Social Democracy: The Forgotten Promise of the Fair Labor Standards Act. The Yale Law Journal, 128(3), 616–709. Dol.gov (2023), Handy Reference Guide to the Fair Labor Standards Act, Retrieved on: 02/04/2023, Retrieved on: https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa Martiniano, N. (2021). Intern's Lament: Distinguishing an Employee and an Intern under the Fair Labor Standards Act. Penn St. L. Rev., 126, 307. Npr.org (2023), 1.3 Million More Workers Eligible For Overtime Pay, But Some Say Rules Fall Short, Retrieved on: 02/04/2023, Retrieved on: https://www.npr.org/2019/09/24/763723397/1-3-million-more-workers-eligible-for-overtime-pay-but-some-say-rules-fall-short