Reference no: EM133041507

Please help me answer the following questions below with 1 reference.  

The Fair Labor Standards Act (FLSA) is the principal federal statute that regulates wages and hours in the U.S. Under the FLSA, most employees must be paid at least the minimum wage for each hour of work in a workweek.  Employers are also required to pay most employees a minimum of one and one half times their regular rate of pay for hours worked in excess of forty in a work week.  Determining whether a particular employer is in compliance with the minimum wage and overtime pay requirements of the FLSA requires accurate information as to the amount of compensation received, the number of hours worked and the exempt or non-exempt status of the employee.  For our discussion this week, let's consider compensable time or hours worked for activities different than the principal work duties of an employee.

1. Recall a period when an employer paid you an hourly rate of pay for a job position. Please answer the following questions that address whether or not your employee paid you for engaging in activities outside of your routine work duties that could be considered compensable time.

• Were you paid for employer required training?
• Were you paid for travel between work sites?
• Were you paid for wait time while on duty?
• Were you paid for on-call arrangements in which you were required either to remain at an employer's premises, or on-call time over which you had little or no control?
• During meal breaks, were you required to remain at your desk, answer phones or engage in other work-related duties?

 2.   Review and analyze your responses above under the FLSA's statutory requirements for compensable time. Were there situations in which you should have received compensation and did not?  What steps would you take in your current position if you believed you were not accurately compensated for certain work-related activities?