Understanding FLSA & Understanding FMLA – 2014

Understanding the Fair Labor Standards Act

A compliance Manual for Law Enforcement Executives

Over the course of the next 76 years, the FLSA has been continuously amended in order to reflect the changes to our society, industry and economy. Presently, the FLSA provides that covered employers must pay nonexempt employees at least the minimum wage of $7.25 per hour (as of July 24, 2009) and pay overtime premiums at the rate of one and one-half times an employee’s regular rate of pay for each hour of work beyond forty hours in a workweek.2 This year, a bill was introduced to Congress which would raise the minimum wage to $10.10; however, this bill was defeated in the Senate in April of 2014

Understanding The Family and Medical Leave Act

A compliance Manual for Law Enforcement Executives

In February 1993, President Clinton signed into law the federal Family and Medical Leave Act (hereinafter “FMLA”) which became effective on August 6, 1993. Generally speaking, the FMLA requires that certain employers provide eligible employees with certain leave periods for a variety of situations more fully discussed herein.

The broad purpose of the FMLA is stated to: (a) balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interests in preserving family integrity; and (b) to entitle employees to take reasonable leave for medical reasons, for the birth or adoption of a child, and for the care of a child, spouse, or parent who has a serious health condition.1

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