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Interstate Commerce Act
This was the first industry subject to Federal Regulation. The act also established a five-member enforcement board known as the Interstate Commerce Commission. The ICC would become the model for many other regulatory agencies. It remains one of America's most important documents serving as a model for future government regulation of provate business. (reference #4) This changed the course of how the government would regulation businesses and what managment was required to do. -
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Department of Labor
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The Department of Commerce and Labor was Created
President Theodore Roosevelt created the Department of Commerce and Labor. The Department of Commerce focuses on promoting American business at home and abroad. The department gathers economic and demographic datat to measure the health and vitality of the economy, promotes U.S. exports, enforces international trade agreements, and regulates the export of sensitive goods and technologies.(Reference #1) This was the regulations managment had before the separation of commerce and labor. -
Separation of the Department of Commerce and Labor
This was the beginning of the Department of Labor. The Department of Labor administers and enforces more than 180 federal laws. These mandates and the regulations that implement them cover many workplace activities for about 10 million employers and 125 million workers.(Reference # 3) These are the laws that shape what is required of managment and what is prohibited. -
Davis-Bacon Act
Requires Federal contractors to pay construction workers the local "prevailing wage". It's goal was to outlaw wage explotation, since public contracts go to the lowest bidder. (Reference #5) This prohibits managment, in this case federal contractors, to exploit the workers they are hiring and give them a fair wage. It also gives construction managment the right to fight for a fair wage for their employees. -
Walsh-Healey Public Contracts Act
It established the eight hour day and the forty hour work week, prohibited child labor, set safety standards, and authorized the Secretary of Labor to determine prevailing minimum wages for contract performances.(Reference #6) This protected employees from managment. Managment was held to higher standards and could no longer cut corners on safety and wages. This also prohibited them from overworking their employees. -
Fair Labor Standards Act
Standards for wages and overtime pay. It requires employers to pay employees at least the federal minimum wage and overtime pay of one-and-one-half-times the regular rate of pay. It restricts and determines the hours children under 16 can work and forbids the employment of children under age 18 in certain jobs deemed to dangerous.(Reference #3) This held managment of businesses accountable for their employees hours and who they hired. -
Wage and Hour Division Created
The Wage and Hour Division was created with the enactment of the FLSA. It is responsible for the administration and enforcement of a wide range of laws which collectively cover virtually all private, State, and local government employment.(Reference #2) This division was created to enforce the regulation of the FLSA on management and business. -
Portal-to-Portal Act
The Portal-to-Portal Act clarifies that certain activities are generally not compensable working time under the FLSA.(Reference #7) This portects managment from employees claiming hours that were not spent doing work related tasks from being paid. This gives managment the guidlines as to what is considered a work related task and therefor the employee should be compensated. -
FLSA Amendments
Some of these amendments were changes to overtime, defined what a regular rate, and extended child labor coverage.(References #2) -
Labor-Management Reporting and Disclosure Act
This deals with the relationship between a union and its members. It protects union funds and promotes union democracy by requiring labor organizations to file annual financial reports, by requiring union officials, employers, and labor consultants to file reports regarding certain labor relations practices, and by establising standards for the election of union officers.(Reference #3) This mandated that managment had to file annual financial reports and reports on labor practices. -
FLSA Amendments
This amendment gave enterprise coverage, increased the minimum wage 25 cents in stages, and defined wage. -
Contract Work Hours Standards Act
The Act requires contractors and subcontractors with covered contracts to pay laborers and mechanics employed in the performance of the contracts one and one-half times their basic rate of pay for all hours worked over 40 in a workweek.(Reference #8) This is another example of protection for employees from being overworked and not paid enough. It forces managment to be honest about employees' hours worked. -
Equal Pay Act
The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal.(Reference #9) Managment is now no longer allowed to pay a women less to do the same work as a man simply because she is a women. -
McNamara-O'Hara Service Contract Act
Requires payment of minimum wages and other labor standards by contractors providing materials and supplies to the federal government.(Reference #3) This is another example of the protection employees have from managment from taking advantage of its employees. It holds managment responsible for it's actions. -
FLSA Amendments
These amendments were expansion of coverage, minimum wage for some farm workers, increase in minimum wage by 35 cents in stages, and state and local government employees covered for the first time. -
Age Discrimination in Employment Act
The Age Discrimination in Employment Act only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states do have laws that protect younger workers from age discrimination. tt is not illegal for an employer or other covered entity to favor an older worker over a younger one, even if both workers are age 40 or older.(Reference #10) This gave managment specific guidelines on what was considered age discrimination. -
Consumer Credit Protection Act
Protect employees from discharge by their employers because their wages have been garnished for any one debt, and it limits the amount of an employee's earnings that may be garnished in any one week.(Reference #3) -
Occupational Safety and Health Act
Safety and health conditions in most private industries are regulated by OSHA. Employers covered by the OSH Act must comply with the regulations and the safety and health standards promulgated by OSHA. Employers also have a general duty under the OSH Act to provide their employees with work and a workplace free from recognized, serious hazards. OSHA enforces the Act through workplace inspections and investigations.(Reference # 3) -
Employee Retirement Income Secutity
Regulates employers who offer pension or welfare benefit plans to their employees. Title 1 of ERISA is administered by the EBSA and imposes a wide range of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare benefit plans and on others having dealings with these plans.(Reference #3) -
FLSA Amendment
Increased the minimum wage in yearly increments through 1981. Changes invloving tipped employees and tip credit. ADV required for enterprise coverage of retail and service enterprises increased. Partial over time exemption for certain hotel, motel, and restaurant employees repealed in stages.(Reference #2) -
Immigration Reform and Control Act
Requires employers to verify newly hired worker's employment eligibility. Employers must maintain I-9 eligibility form. H-2A temporary alien workers. Reportable alien agricultural workers.(Reference #2) -
Employee Polygraph Protection Act
Prohibits administration of lie detector test in private sector. Federal, State, and local government employers are excluded.(Reference #2) -
Family and Medical Leave Act
Eligible employees entitled to up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Advance notice and medical certification. Jobe benefits maintence and job restoration protection. Employer/employee obligations.(Reference #2)