2 pt 3 pt 4 pt 5pt 1 pt 2 pt 3 pt 4 pt 5 pt 1 pt 2pt 3 pt 4pt 5 pt 1pt 2pt 3 pt 4 pt 5 pt 1 pt 2 pt 3 pt 4pt 5 pt 1pt WagesSafety Working Conditions Labor Usage Hodge Podge

The least amount per hour that an employer must legally pay an employee for a specific job.

MINIMUM WAGE

The term applied workers who are not entitled to overtime pay or a minimum wage

EXEMPT EMPLOYEES

Non exempt employees working more than 40 hours in a week are entitled

OVER TIME PAY 1-1/2 Hourly Rate for all hours >40 per week

Individuals that work in jobs that take them across state lines and individuals that work for a company that participates in interstate commerce (and has gross annual income of $500,000)

COVERED EMPLOYEES (INDIVIDUAL AND ENTERPRISE)

These employees have a lower rate per hour but the employer must still ensure these employees are making the “regular” minimum wage

TIPPED EMPLOYEES

This law passed in 1970 requires an employer to provide employees a safe work place

OSH ACT (OSHA) Occupational Safety and Health Act Administered by the Occupational Safety and Health Administration of the Department of Labor!

The OSH Act protects employees who report safety issues to OSHA from this

RETALIATION

OSHA issues these in order to guide employers in ensuring employees have a safe environment from hazards

SPECIFIC STANDARDS

This provision of the OSH Act requires that employers provide a safe environment EVEN when a specific standard does not exist

GENERAL DUTY CLAUSE

An employer can escape liability for safety injuries when the employee was reckless in ensuring his/her own safety by exercising reasonable care

CONTRIBUTORYNEGLIGENCE

Traveling from one worksite to another is called this and employers are required to pay non exempt employees for this time

COMMUTE TIME

The FLSA nor the Wisconsin law requires that employers provide for this or pay for this during the course of the work day (even though many voluntarily provide this)

REST BREAK Coffee break Break time

The minimum amount of salary allowed by law to designate an employee as exempt

$23,660 One criteria Prevents abuse of calling someone “salaried”; “manager” to circumvent paying over time.

This entity was created to conduct research on workplace health/safety and makes standard recommendations to the secretary of labor based on their research.

NOISH National Institute for Occupational Safety and Health

These laws found within the FLSA dictate at what age and at in what occupations minors can work

CHILDLABORLAWS

This law provides guidance to employers who are adjusting the size of their workforce

WARN Worker Adjustment and Retraining Notification Act

IRCA STANDS FOR THIS

IMMIGRATION REFORM and CONTROLACT

Executives, administrative, professional employees; outside sales persons; employees in certain computer related occupations

EXEMPT POSITIONS FROM BOTH MINIMUM WAGE AND OVER TIME

WARN applies when the employer has at least this many full time employees or this number of employees that work at least this many total hours per week combined

100Full-Time or 100 or more who work a total of 4,000 hours per week

Failure for a company to comply with WARN results in the employees recovering this for the time frame in which they weren’t provided notice, for a maximum of 60 days

PAYANDBENEFITS

Generally the amount of time that WARN requires the company to give notice to their employees about a plant closing or mass layoff

60 days

Employment losses at one location during any 30 day period of when the company has 500 or more employees OR a company with workers that comprise 1/3 of the active workforce is called this

MASS LAYOFF

This is a way to compensate an employee based on a percent of how much they sell

COMMISSION Depending on the position, may still have to ensure minimum wage

This is the form that is used to verify that an employee is authorized to legally work in the United States

I-9 FORM

Employers that violate the FLSA may have the DOL require them to do this

Pay back pay May have fines imposed