Business Law Assignment Help | Employment Law Assignment Help | Industrial Law Assignment Help For better understanding about employment law assignment help, we have explained the how laws affect the wages that employees are paid and also explained the one specific private-sector examples as appropriate. Effect of Employment Laws on Wages There are different employment laws that are formed by government to protect the rights of private sector employees in concern of their wages, compensation and the rewards. Lilly Ledbetter Fair Pay Act, 2009 affects the wages that employees are paid by protecting them against any pay discrimination. The law defines the discrimination in concern of age, religion, national origin, race, sex and disability in private sector companies. It gives equal opportunity to each worker to get fair wages. In addition, the Fair Labor Standards Act (FLSA), 1938 also affects the paid wages by prescribing standards for the basic minimum wage and overtime pay that affects most private and public employment.
This law covers full time and part time workers in the private sector and in federal, state, and local governments. It requires employers to pay covered employees at least the federal minimum wage and overtime pay as one-and-one-half-times of the regular pay rate. Moreover, the Equal Pay Act affects the wages by implementing rights for both men and women in the same workplace to get equal pay for equal work. According to this law, it is needed to be significantly equal job, not be identical. It depends on job content that determines the equality in job. It includes all forms of the pay like salary, overtime pay, bonuses, stock options, insurance, vacation and holiday pay, allowances, accommodations and other benefits. Apart from this, the Davis-Bacon Act, 1931 is applicable to private contractors and subcontractors, who are under federally funded or assisted contracts in excess of $2,000 for the construction, alteration, or repair of public property, buildings and works. In this act, contractors and subcontractors are liable to pay their laborers employed under the contract not less than locally established wages and fringe benefits for equivalent work on same projects in the area. The McNamara-O’Hara Service Contract Act, 1965 makes essential for contractors and subcontractors under service contracts in excess of $2,500 to compensate service employees not less than the prevailing wage rates and fringe benefits found in the locality or the rates as per a predecessor contractor’s collective bargaining agreement. The Walsh-Healey Public Contracts Act (PCA) incorporates contractors, who are engaged in the manufacturing or furnishing of materials, supplies, articles, or equipment to the U.S. government or the District of Columbia. This act establishes federal minimum wage, maximum hours and safety and health standards for employees on contracts exceeding $10,000. Generally, cases of discrimination are seen in private sector organization because of employers’ perceptions to take more advantages and benefits by paying fewer wages as compared to established norms to their employees. Therefore, all these employment laws are more specific for the private sector companies and their employees and affect their wages and compensation plans.
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