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• W2611604187 abstract "IntroductionThe Fair Labor Standards Act of 1938 (FLSA or Act) governs wage and hour standards for employees in both the public and private sectors.1 Because the FLSA depends primarily on employee reporting for enforcement, it includes protections for employees who file complaints alleging violations of its provisions from retaliation by adverse employment actions.2 This protection from retaliation, however, has traditionally been in1 applicable when the complaining employee's job responsibilities include oversight of wage and hour issues.3In 2015, in Rosenfield v GlobalTranz Enterprises, Inc., the U.S. Court of Appeals for the Ninth Circuit declined to follow the U.S. Courts of Appeals for the First, Fifth, Sixth, and Tenth Circuits and apply a to determine if an employee's complaint constituted protected activity under the FLSA.4 Instead, the Ninth Circuit held that the proper inquiry for whether behavior constituted protected activity under the FLSA was a based on the content and context of the action allowing the employer to recognize it as a protected complaint.5This Comment argues that the Ninth Circuit's decision highlights the tension between the FLSA's primary enforcement mechanism and its lack of protection for managers, and that it takes some steps in the right direction to reinforce the Act's purpose but still leaves room for further action.6 Part I of this Comment presents an overview of the FLSA, its provisions, and enforcement mechanisms.7 It then reviews the development of the manager rule for identifying protected activity.8 Part I also discusses the U.S. Supreme Court's establishment of the notice test used by the Ninth Circuit in Rosenfield and reviews the factual and procedural history of Rosenfield9 Part II examines and discusses the Ninth Circuit's Rosenfield decision and how it differs from prior decisions by the First, Fifth, Sixth, and Tenth Circuits.10 Part III argues that the Ninth Circuit's decision points to the inherent tension between the FLSA's reliance on employee complaints for enforcement and its lack of protection for the very employees charged with monitoring FLSA matters.11 It argues that the Ninth Circuit's decision lays the groundwork for progress to ameliorate this issue and strengthen the FLSA's primary enforcement mechanism.12I. The FLSA and Managerial ComplaintsThe FLSA revolutionized American labor.13 It established the forty-hour workweek, set the first federal minimum wage, codified and a half for certain kinds of overtime, and prohibited most child labor.14 Section A of this Part presents an overview of the FLSA's protections, exemptions, and enforcement methods.15 Section B examines the judicial development of the manager rule by the U.S. Court of Appeals for the Tenth Circuit.16 Section C outlines the fair notice established by the U.S. Supreme Court.17 Section D discusses the factual and procedural history of Rosenfield,18A.The FLSA's Protections, Exemptions, and EnforcementEmployees covered by the FLSA may file complaints if they believe their pay or time on the clock is being calculated incorrectly.19 The FLSA protects those who file such complaints from retaliation as a result of their actions.20 Retaliation includes discharge or other discrimination against the employee.21Certain job duties are deemed exempt from the FLSA such that employees above a certain salary floor who perform these duties are not subject to the FLSA's wage and hour requirements.22 Managerial duties are exempt from protection under the FLSA.23 Whether a managerial employee may make an internal complaint about wage and hour issues under the FLSA and subsequently be protected from retaliation for that action is somewhat ambiguous.24The FLSA has a variety of enforcement mechanisms, including government investigations, administrative processes, civil litigation, and criminal prosecution. …" @default.
• W2611604187 created "2017-05-12" @default.
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• W2611604187 date "2017-05-04" @default.
• W2611604187 modified "2023-09-27" @default.
• W2611604187 title "Rosenfield v. GlobalTranz: Is the Manager Rule Dead? The Ninth Circuit Holds That Fair Notice Is the Appropriate Test for Whether a Managerial Employee's Activity Is Protected Under the FLSA" @default.
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