Georgia Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction provides guidance to a jury regarding the Fair Labor Standards Act (FLEA) in the state of Georgia. This particular instruction can be categorized into different types to address various aspects of FLEA and its interpretation in legal proceedings. Here are several types of Georgia Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction: 1. Minimum wage requirement: This instruction educates the jury about the FLEA's provision regarding minimum wage, which mandates employers to pay employees a certain amount of money per hour worked. It discusses the threshold for determining what constitutes minimum wage, applicable exceptions, and the consequences of non-compliance. 2. Overtime requirements: This type of instruction focuses on the FLEA's guidelines concerning overtime compensation. It explains the criteria for determining overtime-eligible employees, the calculation of overtime rates, and the employer's obligation to compensate employees for hours worked beyond the standard workweek. 3. Child labor provisions: These instructions inform the jury about the FLEA's provisions aimed at protecting minors in the workforce. It covers the legal restrictions on hours and types of work allowed for individuals under a certain age, requirements for obtaining work permits, and potential penalties for violating child labor laws. 4. Record-keeping requirements: This type of instruction addresses the FLEA's stipulations regarding record-keeping obligations of employers. It explains the types of information employers must maintain, including employee names, time worked, wages paid, and other relevant data. It also outlines the potential consequences of failing to comply with these record-keeping requirements. 5. Enforcement and remedies: These instructions focus on the legal procedures and remedies available to employees who believe their rights under the FLEA have been violated. It explains the process of filing complaints with the appropriate authorities, potential legal recourse, and the types of damages or remedies that may be awarded to the affected individuals. Overall, Georgia Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction aims to ensure a jury's understanding of the FLEA's provisions and their application in determining employer compliance and potential liability for violations. By providing comprehensive guidance on different aspects of the FLEA, these instructions assist juries in rendering fair judgments in cases involving labor disputes and FLEA claims.
Georgia Jury Instruction - 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction
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(For best printout, see the PDF version.) The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
201. Establishes minimum wage, overtime pay, and record keeping requirements affecting Federal Government contract employees.
201, et seq. To provide for the establishment of fair labor standards in employments in and affecting interstate commerce, and for other purposes.
No employer shall be deemed to have violated subsection (a) of this section by employing any employee for a workweek in excess of the maximum workweek applicable to such employee under subsection (a) of this section if such employee is employed pursuant to a bona fide individual contract, or pursuant to an agreement ...
The Secretary of Labor shall provide by regulation or by order that the em- ployment of employees between the ages of four- teen and sixteen years in occupations other than manufacturing and mining shall not be deemed to constitute oppressive child labor if and to the extent that the Secretary of Labor determines that ...
(1) No employer having employees subject to any provisions of this section shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the ...