The Guam Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction is a crucial component of the legal framework governing labor standards in Guam. This instruction provides guidance to the jury regarding the interpretation and application of the Fair Labor Standards Act (FLEA), a federal law that establishes minimum wage, overtime pay, and child labor standards for workers in Guam and the United States. The Guam Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction is designed to educate the jury on the key provisions and objectives of the FLEA. It helps ensure that the jury members have a clear understanding of the rights and responsibilities of both employees and employers under this labor law. The instruction covers various aspects of the FLEA, including but not limited to: 1. Minimum wage standards: The instruction explains that the FLEA sets a minimum wage that employers must pay to covered employees. It outlines the current minimum wage rate in Guam and provides guidance on how the jury should evaluate any allegations of wage violations. 2. Overtime pay rules: The instruction clarifies the requirement of paying employees overtime wages for each hour worked beyond the standard 40-hour workweek. It discusses the criteria for determining eligibility for overtime pay and provides examples of when employers may be in violation of these rules. 3. Child labor restrictions: This instruction emphasizes the FLEA's prohibition on employing children below a certain age and outlines the specific rules and restrictions that employers must follow when hiring individuals below the age of 18. It also covers the exceptions to these restrictions in certain situations, such as youth employment programs or work performed by minors in non-hazardous occupations. It is important to note that the Guam Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction may have variations depending on specific cases or legal contexts. These variations can include instructions related to specific FLEA provisions, such as exemptions for certain job categories, calculation methods for overtime pay, or employer obligations to maintain accurate records. In summary, the Guam Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction is a comprehensive guidance tool that ensures the jury understands the core principles and requirements of the FLEA. It assists the jury in making informed decisions and judgments regarding labor law violations and provides a foundation for a fair and just trial.
Guam Jury Instruction - 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction
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(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 ...
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments.
Except as otherwise provided in this section, no employer shall employ any of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, for a workweek longer than forty hours unless ...
Fair Labor Standards Act of 1938 (FLSA) (29 U.S.C., Chapter 8). Abstract/Citation: Concerns labour standards including those in respect of minimum wage, hours of work, child labour, etc. Section 6(d) was added by the Equal Pay Act of 1963, approved June 10, 1963, effective June 11, 1964.
FLSA section 13(a)(1) exempts from minimum wage and overtime ?any employee employed in a bona fide executive, administrative, or professional capacity (including any employee employed in the capacity of ? teacher in elementary or secondary schools)[.]? 29 U.S.C. § 213(a)(1).
201. Establishes minimum wage, overtime pay, and record keeping requirements affecting Federal Government contract employees.
(l) ?Oppressive child labor? means a condition of employment under which (1) any employee under the age of sixteen years is employed by an employer (other than a parent or a person standing in place of a parent employing his own child or a child in his custody under the age of sixteen years in an occupation other than ...