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Covers public agencies and businesses engaged in interstate commerce or providing goods and services for commerce. The FLSA provides guidelines on employment status, child labor, minimum wage, overtime pay, and record-keeping requirements. It determines which employees are not covered by the act and which are covered. It also establishes wage and time requirements for minors and sets the minimum wage that must be paid in addition to when overtime must be paid.
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The U.S. Food and Drug Administration is responsible for the safety regulation of most types of foods, dietary supplements, drugs, vaccines, biological medical products, blood products, medical devices, radiation-emitting devices, veterinary products, and cosmetics. The FDA also enforces section 361 of the Public Health Service Act and the associated regulations, including sanitation requirements on interstate travel, as well as specific rules for control of disease on products, ranging from pet turtles to semen donations for assisted-reproductive medicine techniques.
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The Federal Insurance Contributions Act tax is a federal payroll (or employment) tax on both employees and employers to fund Social Security and Medicare—federal programs that provide benefits for retirees, the disabled, and children of deceased workers. Social Security benefits include old-age, survivors, and disability insurance (OASDI); Medicare provides hospital insurance benefits. The amount that one pays in payroll taxes throughout one's working career is directly tied to the Social Security benefits annuity that one receives as a retiree. HRI's top HR consultants can handle your payroll taxes, making sure to file them on time, to avoid paying penalties and fees.
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The Family and Medical Leave Act offers job-protected leave to eligible employees for qualifying events. To be eligible for FMLA leave, an employee must meet the following: have worked for that employer for at least 12 months, have worked for at least 1250 hours during the 12 months prior to the start of FMLA leave, and work at a location where at least 50 employees are employed within 75 miles of the location. The employee must have a qualifying event (i.e., a serious health condition; birth of a child; placement of a child for foster care or adoption; for the care of employee’s spouse, child, or parent with a serious health condition; a covered family member’s active duty or call to active duty in the Armed Forces; or to care for an injured or ill service member who was injured on military duty). The employee may take up to 12 weeks of unpaid leave. A qualifying employee may use up to 26 weeks of unpaid leave if they are a spouse, parent, child, or “next of kin” of a military service member who has suffered a “serious illness or injury” while on duty. FMLA will never go beyond 26 weeks. Family leave can also be taken intermittently under certain conditions.
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The Federal Unemployment Tax Act authorizes the Internal Revenue Service to collect a federal employer tax used to fund state workforce agencies. Employers pay this tax annually by filing IRS Form 940. FUTA covers the costs of administering the UI and Job Service programs in all states. In addition, FUTA pays one-half of the cost of extended unemployment benefits (during periods of high unemployment) and provides for a fund from which states may borrow, if necessary, to pay benefits.
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