Enter The Appropriate Numbers Or Formulas In The Shaded Grap

2 2anameenter The Appropriate Numbersformulas In The Shaded Gray C

Enter the appropriate numbers/formulas in the shaded (gray) cells. An asterisk (*) will appear to the right of an incorrect answer. Calculate minimum weekly wages based on the hourly rate and hours worked, determine additional wages owed, and compute tips required to meet minimum wage standards. For individual employees, calculate their weekly earnings based on hours worked and hourly wages, assess compliance with the Fair Labor Standards Act (FLSA), and determine any violation and owed compensation. For multiple employees, compute gross earnings considering regular wages and overtime pay at 1.5 times the regular rate. Additionally, account for travel time and training sessions in weekly earnings calculations, including overtime where applicable. For piece-rate systems, calculate earnings based on units produced, including overtime pay as per FLSA guidelines.

Sample Paper For Above instruction

The calculation of wages and hours in compliance with federal labor laws requires detailed analysis of the standard pay, overtime, tips, and additional factors such as travel and training hours. This paper explores various scenarios involving hourly wages, minimum wage laws, overtime regulations, and piece-rate systems to illustrate how accurate compensation can be determined and legal compliance maintained. The focus is on understanding and applying principles from the Fair Labor Standards Act (FLSA) to ensure fair and lawful employee compensation.

Minimum Wage Calculations and Compliance

In the first scenario, the employee Mark Sears’s weekly wages are evaluated. With an hourly rate (rate x hours) of $2.00 and total hours being 42 hours, the minimum weekly wage is then calculated. If the regular hourly rate is below the federal minimum wage of $7.25 per hour (as per FLSA standards), the employer must supplement the wage accordingly. For example, if Mark Sears earned $85.20 in a week based on a rate of $2.00/hour over 42 hours, this is well below the minimum wage, indicating non-compliance unless tips or additional wages are provided. The amount due to meet minimum wage standards must be calculated by subtracting earned wages from the minimum wage threshold, which in this case, can be derived from the number of hours worked multiplied by the federal minimum wage.

Similarly, in the second scenario, Carson Beck’s wages are analyzed. Beck’s hourly rate of $4.20 for 37 hours results in earnings of approximately $155.40. Since the federal minimum wage of $7.25 per hour applies, Beck's gross earnings must be adjusted if his actual wages are below this threshold. The Fair Labor Standards Act mandates that employees must be paid at least the federal minimum wage for all hours worked. If the wage rate is in violation, the employer must pay the difference, which is calculated by multiplying the number of hours by the minimum wage minus Beck's current hourly pay.

Overtime and Gross Earnings Computation

The third scenario involves five employees working different hours and earning rates. The calculation of gross earnings requires multiplying hours worked by the hourly rate for regular hours, and for hours exceeding 40, wages are multiplied by 1.5 to account for overtime pay. For example, an employee working 47 hours at $9.45/hour will have regular earnings for 40 hours and overtime earnings for 7 hours, both calculated separately before summing for total gross earnings.

In the subsequent case, employees working over 40 hours are paid time and a half for overtime. Their total earnings combine regular wages and overtime pay, calculated accordingly. Accurate computation of total gross earnings for each employee involves applying overtime rates to the excess hours and summing with regular earnings.

Additional Factors: Travel and Training Time

For employees such as John Porter, paid hourly, travel time to regional offices and training sessions must be evaluated. If travel occurs during regular working hours or qualifies as compensable time under the FLSA, it adds to the total hours worked. Overtime calculations include these hours if they exceed the standard 40-hour workweek. Wage calculations should incorporate these factors, and any violations need to be identified and corrected to ensure compliance.

Piece-Rate System Calculations

In the case of Erin Mills, who works under a piece-rate system, earnings are computed based on units produced at a given piece rate ($0.35 per unit). Total earnings comprise the product of units produced and the per-unit rate. Additionally, the system must consider FLSA regulations regarding overtime, necessitating calculation of overtime hourly rates and earnings based on excess hours worked (beyond 40 hours). Overtime pay is calculated at 1.5 times the regular hourly rate, which is derived from the piece rate divided by hours per unit if applicable, or directly applying the overtime multiplier to the regular rate.

Conclusion

Correct wage calculation involves understanding and applying federal minimum wage standards, overtime rules, and additional pay factors such as tips, travel, training, and piece-rate earnings. Accurate record-keeping and adherence to FLSA provisions safeguard employee rights and ensure lawful compensation practices. Employers must carefully analyze hours worked and wages paid, and make adjustments to address violations, especially for non-exempt employees entitled to overtime pay.

References

• U.S. Department of Labor. (2020). Fair Labor Standards Act (FLSA). https://www.dol.gov/agencies/whd/flsa
• Mitchell, T. (2017). Employment law: wage and hour laws. Journal of Business & Technology Law, 13(2), 115-138.
• Leonard, T. (2019). Overtime pay and employee rights. Labor Law Journal, 70(4), 200-210.
• Smith, R. (2018). Employee compensation and legal compliance. HR Magazine, 63(11), 48-55.
• Johnson, M. (2021). Wage regulation laws and their impact. Journal of Labor Economics, 39(3), 567-589.
• Kelly, P. (2019). Analyzing wage violations and remedies. Employee Rights Report, 25(7), 22-29.
• Williams, G. (2016). The Fair Labor Standards Act: a guide for employers. Business Law Today, 25(4), 30-35.
• Evans, L. (2015). Overtime laws and compliance strategies. HR Compliance Journal, 12(1), 14-19.
• Thomas, S. (2020). Piece-rate systems under FLSA. Journal of Compensation & Benefits, 36(2), 34-41.
• Brown, E. (2018). Travel time and training compensation under federal law. Labor & Employment Law Journal, 28(3), 110-125.