South Dakota Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction provides guidance to jurors regarding the Fair Labor Standards Act (FLEA) in relation to cases involving wage and hour disputes. The instruction is aimed at ensuring that jurors understand the key provisions and legal standards set forth by the FLEA when making their decisions. The Fair Labor Standards Act is a federal law enacted in 1938, which establishes and regulates various labor standards, such as minimum wage, maximum work hours, overtime pay, and child labor restrictions. South Dakota Jury Instruction — 1.7.1 serves as a fundamental guide for jurors to comprehend the requirements and objectives of the FLEA. This general instruction is divided into different types to address specific aspects of the Fair Labor Standards Act, such as: 1. South Dakota Jury Instruction — 1.7.1(a— - Minimum Wage: This instruction focuses on the minimum wage standards set by the FLEA. It explains that employers must pay covered employees a minimum hourly wage, and that employees cannot waive their right to receive the minimum wage. 2. South Dakota Jury Instruction — 1.7.1(b— - Overtime: This instruction pertains to the FLEA's provisions related to overtime pay. It outlines that covered employees who work more than 40 hours in a workweek must receive additional compensation of at least one and a half times their regular rate of pay for each overtime hour worked. 3. South Dakota Jury Instruction — 1.7.1(c— - Child Labor: This instruction deals with the FLEA's regulations regarding child labor. It explains the limitations imposed on employing individuals under the age of 18 in certain hazardous occupations and the restrictions on the hours of work for minors. 4. South Dakota Jury Instruction — 1'd’dd(d— - Recordkeeping: This instruction addresses the record keeping requirements imposed on employers by the FLEA. It emphasizes that employers must maintain accurate records of employees' wages, hours worked, and other relevant information necessary for compliance with the law. 5. South Dakota Jury Instruction — 1.7.1(e— - Enforcement: This instruction covers the procedures and remedies available for employees to enforce their rights under the FLEA. It explains that employees who have been subject to violations of the FLEA may file a lawsuit to recover unpaid wages, and that additional damages and attorney's fees may be awarded in certain cases. By providing jurors with these specific instructions, the South Dakota court system aims to ensure that fair and consistent interpretations of the FLEA are applied in wage and hour dispute cases. The instructions guide jurors in understanding the rights and obligations of both employers and employees under this crucial federal law.
South Dakota Jury Instruction - 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction
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(1) Except as otherwise provided in this section, no employer shall employ any of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, for a workweek longer than forty hours ... 29 U.S.C. § 207 - U.S. Code Title 29. Labor § 207 - Codes - FindLaw findlaw.com ? title-29-labor ? 29-usc-sect-2... findlaw.com ? title-29-labor ? 29-usc-sect-2...
201. Establishes minimum wage, overtime pay, and record keeping requirements affecting Federal Government contract employees. 29 U.S.C. 201 - GSA gsa.gov ? reference ? statutes ? 29-usc-201 gsa.gov ? reference ? statutes ? 29-usc-201
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 ...
(For best printout, see the PDF version.) 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. Handy Reference Guide to the Fair Labor Standards Act dol.gov ? whd ? compliance-assistance ? ha... dol.gov ? whd ? compliance-assistance ? ha...
(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 ... 29 U.S.C. § 203 - U.S. Code Title 29. Labor § 203 | FindLaw FindLaw ? ... ? U.S. ? Title 29. Labor FindLaw ? ... ? U.S. ? Title 29. Labor
You may award punitive damages only if you find that the defendant's conduct that harmed the plaintiff was malicious, oppressive or in reckless disregard of the plaintiff's rights. Conduct is malicious if it is accompanied by ill will, or spite, or if it is for the purpose of injuring the plaintiff.
201. Establishes minimum wage, overtime pay, and record keeping requirements affecting Federal Government contract employees.
The Secretary of Labor shall provide by regulation or by order that the em- ployment of employees between the ages of four- teen and sixteen years in occupations other than manufacturing and mining shall not be deemed to constitute oppressive child labor if and to the extent that the Secretary of Labor determines that ...