Determine whether compensation and overtime applies to exempt and Essay

Determine whether compensation and extra time applies to exempt and non-exempt security personnel in your state - Essay Example Bob the employee inquires, though he already knows the response. Good one, thats why we moved you to salary remember? Joe chuckles as he walks put up to his office. Fairness, in role players time and effort, versus pay has long been a minefield for dispute in the workplace. Typically speaking the worker tends to feel overworked and underpaid, and the owner tends to feel the employee is underworked and overpaid. Over the years lawsuits on compensation and overtime have arisen galore(postnominal) times, and the decisions made by the autocratic Court in interpreting the constitution have greatly force the way these two be handled. So in order to investigate these laws and how they are applied in greater detail we are going to take one group of employees, security personnel, and see how overtime and compensation are mildewd for them in the state of Texas . We will do this by defining overtime, by looking at what FLSA and the states say, by determining who is considered exempt and non-exempt employees, and by looking at how the United States Supreme Court case of Garcia v. City of San Antonio applies. ... In the United States the custom for regular working hours is forty hours a week. The second way regular working hours can be defined is by the practices of a addicted trade or profession. A regular working week for an air traffic controller, for example, is anywhere between fifty seventy hours. The third way regular working hours can be determined is by legislation. This occurs through bills being passed through congress to regulate the work environment and determine that healthy, reasonable expectations are being placed on the employee. Legislation such as this tends to be determined by coquette cases or bills being past. The final way regular working hours can be determined is by agreement between employers and their employees. This type of agreement has to fall into compliance with any legislation that governs the hours allowed, however, were applicable. FLSA The Fair fatigue Standards Act or the FLSA was created, by congress, in 1938 during the midst of the great depression. Its goal was to protect the rights of the workers who were being tough exceptionally unfairly during this time. In doing this it encouraged fairness between management and workers. It accomplished this by regularisation minimum wage, overtime, and child labor laws, as well as other work related laws. It is unflustered in effect and constantly being updated and affects any businesses with employees who engage in interstate commerce. The FLSA is a federal act and is enforced by the federal government, due to this, there have been many court cases disputing states rights to regulate these laws versus that of the federal governments. Exempt and Non-Exempt Employees The majority of stemmas are covered by the FLSA, however, some are not. If a job is covered by FLSA it is