Word: acted
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Dates: during 1930-1939
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Many an employer otherwise excluded from or complying with the Act is certain to become unpleasantly aware of Section 15: ". . . It shall be unlawful for any person [excepting railways, and other common carriers] to transport, offer for transportation, ship, deliver or sell in commerce, or to ship, deliver or sell with knowledge that shipment or delivery or sale thereof in commerce is intended, any goods in the production of which any employe was employed in violation of Section 6 [wages] or Section 7 [hours...
Wage & Hour Administrator Elmer Frank Andrews, to whom businessmen pray for guidance every day, last week submitted to Franklin Roosevelt the first general report on the actual effects of the Act. Said Elmer Andrews: "Many of the earlier news reports considerably exaggerated the difficulties experienced because of the new Act. The number affected by plant layoffs is apparently not more than 30,000 to 50,000, or less than one half of 1% of the workers coming under the Act. . . . It is noteworthy that the layoffs have been concentrated in a very few industries in the South. . . . About 90% . . . were...
...sloppy a statute as ever was slapped together by a closing Congress. Since the Fair Labor Standards Act went into effect on October 24, its botched provisions had turned out to be among those with the widest effects. U. S. business still gets along as well as it does principally because the law does not apply to some 33,000,000 of 44,000,000 gainfully employed people in the U. S., and because it alters the wages or hours of no more than 3,000,000 of those to whom it does apply...
Specifically exempt from the provisions of the Act are those engaged in such occupations as agriculture, fishing, local service and retail trades. The law applies to most others if they are engaged in interstate commerce or in the production of goods for interstate commerce. Of 11,000,000 workers and 250,000 employers so engaged, the majority are in manufacturing and mining industries. But no occupational rule-of-thumb can settle...
This beautiful bayonet may help enforcement, but unfortunately it is not clear in many cases what constitutes a violation of the Act. The law says: "No provision of this Act shall justify any employer in reducing a wage paid by him which is in excess of the applicable minimum wage under this Act. . . ." If an employer who previously paid $20 or 40? an hour for a 50-hour week cuts his nominal hourly rate to 38?, and pays $20.14 for 50 hours (including the six overtime hours at 1½ times 38?) he may violate...