Running Head: AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE
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Assignment 3: Agency’s Law and Ethics of Hiring a Diverse Workforce, Part 3
Dawn Grasty
Dr.
Mark Pantaleo
PAD530
05/15/2019
AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE
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Laws Affecting the Agency
The Department of Labor regulates and mandates workplace activities for more than a
130 million employees and over 11 million employers, while also administering and enforcing
more than 185 federal laws to be exact. The Department of Labor has many principal statutes
that are mostly common for workers, retirees, job seekers, contractors, businesses, and grantees.
There are two laws that are implicating the Wage and Hour Division under the Department of
Labor that are affecting the personnel management. One law is the Fair Labor Standards Act
(FLSA) which prescribes standards for wages and overtime pay, which affects most private and
public employment [ CITATION Lab193 \l 1033 ]. It is the federal and state law that all
employers are to pay employees who are not exempt federal minimum wage and overtime pay of
one and on half 1(1/2) the regular pay rate. Also, this law restricts the hours for children under
the age of 18 in certain jobs that are deemed to be too dangerous [ CITATION Lab193 \l 1033 ].
Also, in agricultural jobs, it restricts them employing children under the age of 16 during school
hours and in jobs that are too dangerous [ CITATION Lab193 \l 1033 ]. The second law that has
implications to the Department of Labors personnel management is the Employee Polygraph
Protection Act that is also administered by the Wage and Hour Division. This law bars most
employers from using lie detectors on employees but permits polygraph test only in limited
circumstances [ CITATION Lab193 \l 1033 ].
When it comes to implications of the Wage and Hour Division, under the Department of
Labor where compliance is concerned can be very complex and difficult to catch during an
investigation. Personnel management of Wage and Hour Division could experience burnout with
complaints and open investigations where employers are misusing the polygraph test and are
manipulating the Wages and Hour pay rates. For an example, how pay time should be calculated
AGENCY’S LAW AND ETHICS OF HIRING A DIVERSE WORKFORCE
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within an organization has left complicated challenges for HR personnel management within the
Wage and Hour Division. It implies on differential pays, commission-based pay, incentive pay
plans, and severance pay plans and all these compensation plans ad designs are placed within the
job description through the payroll administration. This can cause issues with compliance and
delays in an investigation where making sure that each one of 11 million employers and
employee complaints are properly classified under the applicable law. For example, an employee
may be entirely exempt, exempt only from minimum wage requirements, one exempt only from
overtime requirements [ CITATION www16 \l 1033 ].
