February 11, 2013
Employment Law Scenario
This paper will review the Labor Laws for employment at Barbara’s Bakery and to assist in making sure that all the hiring decisions fall within the law before the doors open. Barbara’s Bakery owner has hired our consulting firm to make recommendations to identify the correct laws the owner should comply with in their decision process in the employment hiring policies. The laws that Barbara’s Bakery LLC, should be working with before the bakery opens for business is the Fair Labors Act of 1938 (FLSA) and the American Disability Act of 1990 because they both are an important selections in the decision process for acquiring employees to staff the bakery.
Fair Labor Act and Americans Disabilities Act Provisions
Whenever an employee is hired the Federal and local State regulation on safety are very important so that all occupational, health, and even OSHA set mandates are followed to the tee. While local state laws have guidelines in place for their own mandates once an employee is hired it does not void the federal mandates. One of these guidelines set provisions with the department of health as an example to have employees have a clean bill of health from a doctor for starters. If an employee is hired that has known diseases, they must report them to the Department of Health for the general public’s safety as part of the provision. For the Fair Labor Standard Act does have a provision on how many labor hours a hired worker can work once they are hired. The FLSA sets the standard for overtime pay, recordkeeping, child labor, and minimum standard wages affecting workers not only in private segments of jobs, but along with the guidelines the Federal, State, and local governments levels require. The FLSA also covers nonexempt employees so they are permitted to revive minimum wages that can be no lesser than $7.25 per hour per FLSA. FLSA also warrants in the standards...