Question

1. Describe the three general components of total rewards compensation and give an example of each.
2. The FLSA regulates major areas such as minimum wage, child labor and overtime. What policies could be developed to help facilitate compliance with the FLSA?
3. Why do you think employers would want to classify someone as an independent contractor vs. an employee? What are the three primary guidelines the IRS uses to qualify someone as an independent contractor?

Answer 1

Answer

The total compensation covers base pay, bonuses, and equity, extra. The total rewards program can include medical, dental, vision, and other health-related benefits, and even any other employee perks you may offer. The Grameen Foundation explained a total rewards system includes five elements:

1. Compensation: It includes a paying a workforce, they offer opportunities for better business results and help achieve organizational goals
2. Benefits:It achieves a business goals and comply with new rules and regulations
3. Professional development:
4. Recognition
5. Work-life balance: It helps to enrich and modify the employees experience also helps to produce better business outcomes

The FLSA (Fair Labor Standards Act) of 1938 29 U.S.C. § 203 is a United States labor law which explains the right to a minimum wage, and "time-and-a-half" overtime pay when people work over forty hours a week. It restricts on the employment of minors in "oppressive child labor". The FLSA has many labor regulations regarding interstate commerce employment, they are minimum wages, requirements for overtime pay, and limitations on child labor. The Fair Labor Standards Act was passed in 1938 but has seen numerous changes.Employees are divided into two categories: exempt and non-exempt. Non-exempt employees are forced to overtime pay, while exempt employees are not. Most FLSA-covered employees are nonexempt. Some hourly workers are not covered by the FLSA, but instead other regulations.

The United States Department of Labor (“USDOL”) issued its long-awaited proposed rule that would increase the minimum salary threshold to qualify for exemption from the overtime provisions of the Fair Labor Standards Act (“FLSA”) from their current level of $455 per week ($23,660 annually) to $679 per week ($35,308 annually). The proposed rule would also raise the threshold for “highly-compensated employees” from $100,000 annually to $147,414 per year. It is anticipated that the changes will extend overtime coverage to approximately one million United States workers. The proposed rule will be subject to a period of public comment and is anticipated to take effect in January 2020. The federal law that restricts the employment and abuse of child workers is the Fair Labor Standards Act (FLSA). Child labor provisions under FLSA are designed to protect the educational opportunities of youth and prohibit their employment in jobs that are detrimental to their health and safety. According to the act the worker must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay. There is no limit in the Act on the number of hours employees aged 16 and older may work in any workweek. The Act does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime is worked on such days.

An independent contractor and an employee gets the same wages for the same or similar work, but there are important legal differences between the two divisions.Independent contractor can be a sole proprietors. Even they work as they are skilled and interested.They deals in selling and market there services.Wages differs according to the work and discussion by the employer.For independent contractors they run own business so the exact time for work is not known.Independents may have their own employees, subcontractors, or partner consultants who help them to complete work tasks whereas scene for employees is different. They are responsibility of employers and are  hired by a company to perform particular work at the direction of the employer. The employer prefer to have independent contractors

The the three primary guidelines the IRS uses to qualify someone as an independent contractor are:

• Continuity of relationship. A continuous relationship between a company and a worker indicates a possible employment relationship. However, an independent 1 contractor arrangement can involve an ongoing relationship for multiple, sequential projects.

• Flexibility of schedule. People whose hours or days of work are dictated by a company are apt to qualify as its employees.

• Method of payment. Hourly, weekly, or monthly pay schedules are characteristic of employment relationships, unless the payments simply are a convenient way of distributing a lump-sum fee.