Fairfax Virginia Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction is a legal directive used in the Fairfax, Virginia court system to guide jurors on the Fair Labor Standards Act (FLEA) and its provisions outlined in 29 USC Section 201 et seq. It provides specific instructions and guidelines for jurors to consider when hearing cases related to wage and hour violations under the FLEA. Key terms and keywords relevant to this jury instruction include: 1. Fairfax, Virginia: Referring to the jurisdiction where the instruction is given, which is Fairfax, Virginia. This implies that the instruction is specific to the local court system in that area. 2. Jury Instruction: A set of legal guidelines provided by the judge to the jury members before they begin their deliberations. Jury instructions inform jurors about the relevant laws, standards, and procedures they must consider when reaching a verdict. 3. Fair Labor Standards Act (FLEA): A federal law enacted in 1938 that establishes minimum wage, overtime pay eligibility, record keeping, and child labor standards for employees in both the private and public sectors. 4. 29 USC Sect. 201 et seq.: This refers to the specific sections of the United States Code that encompass the Fair Labor Standards Act. It indicates that the instruction will cover various parts of the FLEA and its related provisions. 5. General Instruction: Implies that the Fairfax Virginia Jury Instruction — 1.7.1 is a broad instructional guideline applicable to cases involving the Fair Labor Standards Act in general, rather than focusing on a specific aspect or subsection of the law. Types of Fairfax Virginia Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction can include variations based on specific elements of the FLEA, such as overtime pay, minimum wage, record keeping requirements, and child labor standards. The instruction may also address specific legal tests, burdens of proof, and other procedural aspects related to FLEA cases. It is essential to note that the specific types of Fairfax Virginia Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction may vary based on the particular circumstances of each case and the judge's discretion.
Fairfax Virginia Jury Instruction - 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction
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201 TO 219 -- Fair Labor Standards Act. The Fair Labor Standards Act (FLSA) provides a national minimum hourly wage (29 U.S.C. § 206), mandatory overtime compensation (29 U.S.C.
Section 6 requires the payment of a minimum wage by an employer to his employees who are subject to the Act. Section 7 prohibits their employment for more than a specified number of hours per week without proper overtime compensation.
29 U.S. Code Chapter 8 - FAIR LABOR STANDARDS.
Roosevelt and Frances Perkins, U.S. Secretary of Labor from 1933 to 1945 and the first woman appointed to the U.S. Cabinet, devised the Fair Labor Standards Act with two goals in mind.
Fair Labor Standards Act of 1938: Maximum Struggle for a Minimum Wage.
Employment of Workers with Disabilities: Section 14(c) of the Fair Labor Standards Act authorizes employers, after receiving a certificate from the Wage and Hour Division, to pay special minimum wages wages less than the Federal minimum wage to workers who have disabilities for the work being performed.
The four main components or elements covered by the FLSA are: payment of a minimum wage. overtime pay for working 40+ hours in a week. recordkeeping by the employer on employees: accurate information identifying the worker and the hours worked and the wages earned. child labor standards and restrictions.
MLA (7th ed.) The Fair Labor Standards Act of 1938, As Amended. Washington, D.C.: U.S. Dept. of Labor, Wage and Hour Division, 2011.
Partial Exempted Personnel from Overtime Pay.Executive Exemption.Administrative Exemption.Computer Professionals Exemption.Professional Exemption.Outside Sales Exemption.Highly Compensated Employees.
The FLSA requires that records must be kept by an employer for at least three years. Records used to compute pay should be kept for two years. (This includes time cards, work and time schedules, and records of additions to or reductions from wages.)