This is false. The Fair Labor Standards Act (FLSA) applies to employers as well as employees.
This is also false. The FLSA only applies to employers when an employee is a “worker.” The term “worker” has been used for workers, independent contractors, and employees in the past and will continue to be used in the future. The FLSA requires that an employer pay its employees “at least minimum wages.
Fair Labor Standards Act allows workers to be paid minimum wage, which is different from minimum wage. Also, the minimum wage varies depending on the location and the type of work you do. The federal minimum wage in 2015 was $7.25/hour in New York and the median wage in America was $7.25/hour in 2015. So the federal minimum wage is actually higher than the New York minimum wage, and the median wage is even higher.
So the FLSA is about pay, but the minimum wage is about employment. So the minimum wage is one part of the FLSA, but the minimum wage is also one part of the FLSA. So if you’re an employee, you’re actually under the protection of the FLSA, but if you’re an employee of a company who has an employee-employee relationship with the company, then by law you are subject to the FLSA.
Now the thing that makes this even more confusing is that the FLSA defines “employment” as “service,” as in “I’m here to work.” Some employers look at this and say, “Oh, well, I don’t really have an employment contract, so I don’t have to be protected.” Actually, this is the exact opposite of what you want.
Companies who have the FLSA have to be aware that this is a very confusing provision that has many different definitions for the same term. It’s not clear what exactly it is protecting, but the fact that employers have a duty to keep their employees safe is certainly something to remember. Even if you dont know the exact definitions of the terms you can understand that this is something to be aware of.
For companies that have employees that are in the middle of an employment relationship, protecting your employees from workplace violence is definitely something to think about. There are many laws protecting employees from harassment and violence in their workplace, and the FLSA is a good place to start. But if you have a company that has employees that have not been able to determine if they are employees or partners they can also be on the lookout for non-wage related employment disputes.
If your company is in an employment relationship with someone and doesn’t have a written employment policy, you might not be able to use the FLSA’s protections. But, when an employer has an employee that is in the process of making a claim for FLSA-protected employment, the employer can be on the lookout for whether or not that employee is in a non-wage related employment relationship.
That is, if an employer knows that an employee is complaining about unpaid overtime, then the employer can be on the lookout for an employee who is claiming that he has a non-wage related employment relationship with the company.
For more information, visit the Federal Wage and Hour Division’s website.
