The New Jersey Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction provides guidance to juries in labor disputes regarding the Fair Labor Standards Act (FLEA) in accordance with New Jersey law. The purpose of this jury instruction is to educate jurors on the specific provisions of the FLEA and how it applies to wage and hour disputes. By understanding these instructions, jurors will be able to make informed decisions when considering claims brought under the FLEA. Keywords: New Jersey jury instruction, Fair Labor Standards Act, FLEA, 29 USC Sect. 201 et seq., labor disputes, wage and hour disputes, general instruction, New Jersey law. Different types of New Jersey Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction can include: 1. Minimum Wage Instruction: This type of instruction addresses the provisions of the FLEA related to minimum wage requirements, including the current federal and state minimum wage rates, exemptions, and potential violations. 2. Overtime Payment Instruction: This instruction focuses on the FLEA's regulations related to overtime compensation. It covers the criteria for determining if an employee is eligible for overtime pay, calculating overtime rates, and common violations of overtime rules. 3. Child Labor Instructions: In cases involving child labor violations, this instruction provides jurors with an overview of the FLEA's provisions regarding the employment of minors. It explains the restrictions on types of work, age limits, and potential penalties for violations. 4. Record-Keeping Instruction: This instruction educates jurors on the importance of record keeping for employers under the FLEA. It explains the requirements for maintaining accurate records of employee work hours, wages, and other relevant information, as well as the implications of failing to keep these records. 5. Retaliation and Remedies Instruction: This instruction addresses the protections offered by the FLEA against retaliation for employees who assert their rights. It covers the various remedies available to employees, such as back wages, liquidated damages, and attorney's fees, in case of FLEA violations. These various types of instructions help jurors understand the specific aspects of the FLEA relevant to a particular labor dispute, enabling them to render fair and informed verdicts in accordance with New Jersey law.
New Jersey Jury Instruction - 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction
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The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
The Fair Labor Standards Act (FLSA) provides a national minimum hourly wage (29 U.S.C. § 206), mandatory overtime compensation (29 U.S.C. § 207), and restrictions on the employment of minors (29 U.S.C. § 212).
(l) ?Oppressive child labor? means a condition of employment under which (1) any employee under the age of sixteen years is employed by an employer (other than a parent or a person standing in place of a parent employing his own child or a child in his custody under the age of sixteen years in an occupation other than ...
No employer shall be deemed to have violated subsection (a) of this section by employing any employee for a workweek in excess of the maximum workweek applicable to such employee under subsection (a) of this section if such employee is employed pursuant to a bona fide individual contract, or pursuant to an agreement ...
201. Establishes minimum wage, overtime pay, and record keeping requirements affecting Federal Government contract employees.
No employer engaged in the operation of a hospital or an establishment which is an institution primarily engaged in the care of the sick, the aged, or the mentally ill or defective who reside on the premises shall be deemed to have violated subsection (a) of this section if, pursuant to an agreement or understanding ...
201. Establishes minimum wage, overtime pay, and record keeping requirements affecting Federal Government contract employees.
(l) ?Oppressive child labor? means a condition of employment under which (1) any employee under the age of sixteen years is employed by an employer (other than a parent or a person standing in place of a parent employing his own child or a child in his custody under the age of sixteen years in an occupation other than ...