following memo will outline some of the federal and state employment laws relevant to the operation of Landslide Limousine, as well as potential consequences of non-compliance. A vital law of relevance to all employers is the Fair Labor Standards Act (FLSA), which has the current minimum wage listed as $7.25 per hour. This law requires that there is a poster visible to employees outlining the FLSA requirements, accurate recordkeeping is kept of each employee’s hours worked, employees are paid overtime
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race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, genetic information, or retaliation, you first have to file a charge with one of our field offices (unless you plan to bring your lawsuit under the Equal Pay Act, which allows you to go directly to court without filing a charge). We will give you what is called a “Notice-of-Right-to- Sue” at the time we dismiss your charge, usually, after completion of an investigation. However, we may dismiss for other
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Public/federal lands’ management/ownership has been an increasing issue in politics. The “management” part of the issue is the biggest controversy. Many western states have brought forth in their state legislatures, a bill for transfering the ownership and management of the public/federal lands within their own states to their states. There are many aspects/topics within the issue of public/federal lands’ management/ownership that are brought up in arguments within politics. The topics that will
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tips without minimum wages. Under The Fair Labor Standards Act (FLSA), an employer of a tipped employee is required to pay $2.13 an hour in direct wages if that amount plus the tips received equals at least the federal minimum wage, the employee retains all tips and the employee customarily and regularly receives more than $30 a month in tips. If an employee's tips combined with the employer's direct wages of at least $2.13 an hour do not equal the federal minimum hourly wage, the employer must make
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Women’s Equality and Ethical Contributions Women’s equality has been less than equal in past years. In the last two centuries we have witnessed many victories for the equality of women, such as the right to vote and employment. Although there have been many accomplishments, there are still many situations in our western civilization in which women are not treated as equals to the male counterpart. I will explore several topics which still effect women and their ethical implements within several
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written into law and practiced. The Second World War provided another opportunity for women to crush the belief that they could not perform and maintain the work or work load of a man by doing their jobs. Even though they performed the work at a level equal, and sometimes more proficient than a man, the jobs were handed back over to the returning military men with only a fraction of change in making these jobs more available to women. Now knowing they could do a man’s job, bring home the bacon and fry
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economic stimulus funding Failed to pass a tax cut 1961- Presidential Commission on the Status of Women- focused on gender equality- 1963- Equal Pay Act Warren Court- very influential period for the Supreme Court, especially for civil rights, due process expansion and the right to privacy Reynolds v. Sims-1964- Congressional districts must be composed of roughly equal population- rural voters previously had more influence because their Congressional districts were smaller while urban districts were larger
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A The Family and Medical Leave Act of 1993 has many provisions but 3 major ones are that all employees of an organization of 50 or more employees working more than 20 hours per week be given a minimum 12 weeks of time off for domestic responsibilities each year. Those responsibilities include; the birth of a new child, the care of an immediate family member with a serious medical condition or the adoption of a foster child (US Department of Labor). Under the Act the employer must maintain the employees’
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and asked to be returned to work and be paid from the past 11 weeks. The previous manager granted his leave but is now asking for the 11 weeks’ pay. The new manager in replacement of the old manager agreed to the return of employee A but denied the 11 weeks’ pay that the employee had requested. In 1993, the Family and Medical Leave Act gave the legal act to employees the ability to take 12 months of unpaid time within a 12 month period of time. Also the benefit of returning to the job and job protection
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Running Head: EEOC vs. SWIFT AVIATION GROUP Equal Employment Opportunity Commission (EEOC) Vs. Swift Aviation Group, et al. Harold Anderson Embry-Riddle Aeronautical University Management 533 Table of Contents CHAPTER I – INTRODUCTION………...................................................................................3 CHAPTER II – BACKGROUND……......…………….……..………………………..............3 CHAPTER III – ANALYSIS……………………...................................................................
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