The Ohio Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction is a crucial component of the legal proceedings related to labor disputes in the state of Ohio. This instruction provides guidance to the members of a jury regarding the principles and provisions of the Fair Labor Standards Act (FLEA) as outlined in the United States Code (USC), particularly Sections 201 et seq. The purpose of this jury instruction is to ensure that jurors have a clear understanding of the FLEA and its application in the case at hand. The Ohio Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction aims to educate the jury on key aspects of the FLEA, including its scope, definitions, and the rights and protections it provides to employees. It would cover topics such as minimum wage, overtime pay, child labor provisions, and exemptions under the FLEA. The instruction would also emphasize the importance of considering the primary purposes and objectives of the FLEA while evaluating the facts of the case. Different types of Ohio Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction could include variations tailored to specific circumstances or legal claims that arise under the FLEA. For instance: 1. Ohio Jury Instruction — 1.7.1(a) Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction: This instruction could pertain to cases involving allegations of unpaid wages or minimum wage violations under the FLEA. 2. Ohio Jury Instruction — 1.7.1(b) Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction: This type of instruction might be applicable to cases where employees claim non-payment of overtime wages or overtime calculation errors by their employers. 3. Ohio Jury Instruction — 1.7©c) Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction: Such an instruction could focus on cases that involve child labor violations or failure to comply with the FLEA's restrictions on hours worked by minors. In summary, the Ohio Jury Instruction — 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction provides critical guidance to juries, allowing them to understand the relevant provisions, rights, and obligations under the FLEA when considering labor disputes. Different variations may arise depending on the specific claims and circumstances in a given case.
Ohio Jury Instruction - 1.7.1 Fair Labor Standards Act 29 USC Sect. 201 et seq. General Instruction
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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 ...
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 ...
201, et seq. To provide for the establishment of fair labor standards in employments in and affecting interstate commerce, and for other purposes.
201. Establishes minimum wage, overtime pay, and record keeping requirements affecting Federal Government contract employees.
The Ohio Jury Instructions (OJI) are written by a committee of the Ohio Judicial Conference. The Law Library has the OJI in its Westlaw database, Lexis ebooks (Overdrive) as well as in print. You can buy Ohio Jury Instructions in print or electronically from LexisNexis.
(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.
(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 ...