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- W2891154241 abstract "This Comment will examine the Regulations promulgated by the Secretary of Labor (“Regulations”) to determine whether a given employee falls within the exemption for executive, administrative, or professional employees. Exemptions are currently determined by applying both a “duties” test and a “salary” test. This Comment will explore the discrepancies that result from the application of the duties test and examine additional reasons why the FLSA should be reformed.After discussing the need for reform, this Comment will propose that the FLSA be amended to limit the exemption for executive, administrative, and professional employees by creating a “bright-line” test based on compensation. Specifically, this proposal calls for elimination of the duties test in favor of a three-tiered compensation test. Under the proposed compensation test, employees earning less than a certain salary “floor” would be considered non-exempt and, therefore, eligible for overtime pay at a rate of one and one-half times their regular rate of pay. Employees earning a salary greater than this “floor,” but less than a pre determined “ceiling,” would be eligible for straight-time overtime at a rate equal to their regular rate of pay. Employees earning an amount greater than the “ceiling” would be exempt from any overtime pay requirements. This Comment will next review the requirements of the FLSA’s salary test and the inequitable results arising out of the test’s application. Finally, this Comment will argue that the Regulations governing the salary test should be revised to allow employers to make deductions for partial-day absences from either the pay or accrued leave accounts of salaried employees, but only if the employee works less than forty hours in a given workweek." @default.
- W2891154241 created "2018-09-27" @default.
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- W2891154241 date "2002-11-15" @default.
- W2891154241 modified "2023-09-24" @default.
- W2891154241 title "What's So Fair About It?: the Need to Amend the Fair Labor Standards Act" @default.
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