Summary: Electronic Paycard Protection Act of 2011 - Amends the Fair Labor Standards Act of 1933 to require an employer who pays or wishes to pay an employee by means of an electronic payroll card to provide certain disclosures to the employee at the time he or she is provided the option to enroll in the electronic payroll card program. Includes among such disclosures, in addition to all terms and conditions governing the card's use, that: (1) the employee has the ability to access his or her wages as well as electronically check the available balance through use of the card, (2) no fees may be assessed to the employee for ordinary card use, (3) the employer shall maintain payroll funds accessible by means of the card only in an insured depository institution or an insured credit union, (4) the employer shall offer the employee the option of wage payment through direct deposit to the employee's checking or savings account, and (6) the employee may not be terminated for opting not to participate in the program. Makes it unlawful for any person to violate the requirements of this Act.

electronic protection act amends fair labor standards act require employer pays wishes pay employee means electronic payroll card provide certain disclosures employee time provided option enroll electronic payroll card program includes disclosures addition terms conditions governing card use employee ability access wages electronically check available balance use card fees assessed employee ordinary card use employer shall maintain payroll funds accessible means card insured depository institution insured credit union employer shall offer employee option wage payment direct deposit employee checking savings account employee terminated opting participate program makes unlawful person violate requirements act


Summary: Companionship Exemption Protection Act - Amends the Fair Labor Standards Act of 1938, with respect to the exemption from minimum wage and maximum hour requirements of domestic service employment to provide companionship services for individuals who because of age or infirmity are unable to care for themselves, to specify that such companionship services include third party non-medical in-home care companionship, light housekeeping, meal preparation, errands, assistance to appointments, laundry, medication reminders, bathing, and assistance with incontinence and grooming.

companionship exemption protection act_-_amends fair labor standards act respect exemption minimum wage maximum hour requirements domestic service employment provide companionship services individuals age unable care specify companionship services include party non medical home care companionship light meal preparation assistance appointments laundry medication assistance grooming


Summary: Employee Misclassification Prevention Act - Amends the Fair Labor Standards Act of 1938 (FLSA) to require every person to: (1) keep records of non-employees (contractors) who perform labor or services (except substitute work), including through an entity such as a trust, estate, partnership, association, company, or corporation, for remuneration; and (2) provide certain notice to each new employee and new non-employee, including classification as an employee or non-employee and information concerning their rights under the law. Makes it unlawful for any person to: (1) discharge or otherwise discriminate against an individual (including an employee) who has opposed any practice, or filed a complaint or instituted any proceeding related to this Act, including with respect to an individual's status as an employee or non-employee; and (2) fail to classify accurately an employee or non-employee. Doubles the amount of liquidated damages for maximum hours, minimum wage, and notice of classification violations by an employer. Subjects a person who: (1) violates such requirements (including recordkeeping requirements) to a civil penalty of up to $1,100, or (2) repeatedly or willfully violates such requirements to a civil penalty of up to $5,000 for each violation. Directs the Secretary of Labor to establish a webpage on the Department of Labor website that summarizes the rights of employees under this Act and other appropriate information. Amends the Social Security Act to require, as a condition for a federal grant for the administration of state unemployment compensation, for the state's unemployment compensation law to include a provision for: (1) auditing programs that identify employers that have not registered under the state law or that are paying unreported compensation where the effect is to exclude employees from unemployment compensation coverage, and (2) establishing administrative penalties for misclassifying employees or paying unreported unemployment compensation to employees. Requires any office, administration, or division of the Department of Labor to report any misclassification of an employee by a person subject to the FLSA that it discovers to the Department's Wage and Hour Division (WHD). Authorizes the WHD to report such information to the Internal Revenue Service (IRS).

employee misclassification prevention act_-_amends fair labor standards act flsa require person records non employees contractors perform labor services substitute work including entity trust estate partnership association company corporation remuneration provide certain notice new employee new non employee including classification employee non employee information concerning rights law makes unlawful person discharge discriminate individual including employee opposed practice filed complaint instituted proceeding related act including respect individual status employee non employee fail classify accurately employee non employee doubles liquidated damages maximum hours minimum wage notice classification violations employer subjects person violates requirements including recordkeeping requirements civil penalty repeatedly willfully violates requirements civil penalty violation directs secretary labor establish webpage department_of_labor website summarizes rights employees act appropriate information amends social_security_act require condition federal grant administration state unemployment compensation state unemployment compensation law include provision auditing programs identify employers registered state law paying unreported compensation effect exclude employees unemployment compensation coverage establishing administrative penalties employees paying unreported unemployment compensation employees requires office administration division department_of_labor report misclassification employee person subject flsa discovers department wage hour division authorizes report information internal_revenue_service irs


Summary: Preserving America's Family Farms Act - Prohibits the Secretary of Labor from reissuing in substantially the same form, or issuing a new rule that is substantially the same as, the proposed rule "Child Labor Regulations, Orders and Statements of Interpretation; Child Labor Violations-Civil Money Penalties" (relating to child labor in agricultural and nonagricultural occupations) issued pursuant to the Fair Labor Standards Act and published on September 2, 2011.

preserving america family farms act prohibits secretary labor substantially form issuing new rule substantially proposed rule child labor regulations orders statements interpretation child labor violations civil money penalties relating child labor agricultural nonagricultural occupations issued pursuant fair labor standards act published september


Summary: Rewarding Achievement and Incentivizing Successful Employees Act or RAISE Act - Amends the National Labor Relations Act to declare that neither its prohibition against interference by an employer with employees' right to bargain collectively, nor the terms of a collective bargaining agreement entered into between employees and an employer after enactment of this Act, shall prohibit an employer from paying an employee higher wages, pay, or other compensation than the agreement provides for.

rewarding achievement incentivizing successful employees act raise act_-_amends national_labor_relations_act declare prohibition interference employer employees right bargain collectively terms collective bargaining agreement entered employees employer enactment act shall prohibit employer paying employee higher wages pay compensation agreement provides


Summary: Catching Up To 1968 Act of 2012 - Amends the Fair Labor Standards Act of 1938 to increase to $10.00 an hour (adjusted annually based on increases in the Consumer Price Index) the federal minimum wage for employees. Increases to $5.50 an hour (adjusted annually as necessary) the federal minimum wage for tipped employees. Directs the Secretary of Labor, 60 days before any increase in the minimum wage, to publish the increase in the Federal Register and on the Department of Labor's website.

catching act amends fair labor standards act increase hour adjusted annually based increases consumer price index federal minimum wage employees increases hour adjusted annually necessary federal minimum wage employees directs secretary labor days increase minimum wage publish increase federal_register department_of_labor website


Summary: Research Fairness Act of 2012 - Amends the Fair Labor Standards Act of 1938 to extend certain employee exemptions from minimum wage and maximum hour requirements to marketing research participants and mystery shoppers. Defines "mystery shopper" as any individual meeting certain requirements who is engaged to measure or evaluate a customer's experience, or some aspect of it, either at a defined location, or while using or purporting to use a specified product or service.

research fairness act amends fair labor standards act extend certain employee exemptions minimum wage maximum hour requirements marketing research participants defines individual meeting certain requirements engaged measure evaluate customer experience aspect defined location purporting use specified product service


Summary: Ensuring Access to Affordable and Quality Companion Care Act - Amends the Fair Labor Standards Act of 1938, with respect to the exemption from minimum wage and maximum hour requirements of domestic service employment to provide companionship services for individuals who because of age or infirmity are unable to care for themselves, to provide detailed definitions of "companionship services" and "domestic service employment." Excludes from companionship services those relating to the care and protection of the aged or infirm which require and are performed by trained medical personnel. Extends the exemption to third-party employment of an employee to provide companionship services to such individuals, including non-medical in-home personal care or household work related to their care. Defines "third-party employment" to mean employees who provide companionship services while employed by an employer or agency other than the family or household using their services, whether or not such an employee is assigned to more than one household or family in the same workweek when providing such services. Exempts from the Act's maximum hour requirements third-party employment in domestic service of an employee who resides in the household in which the services are provided.

ensuring access affordable quality companion care act_-_amends fair labor standards act respect exemption minimum wage maximum hour requirements domestic service employment provide companionship services individuals age unable care provide detailed definitions companionship services domestic service employment excludes companionship services relating care protection aged require performed trained medical personnel extends exemption party employment employee provide companionship services individuals including non medical home personal care household work related care defines party employment mean employees provide companionship services employed employer agency family household services employee assigned household family workweek providing services exempts act maximum hour requirements party employment domestic service employee resides household services provided


Summary: Protecting In-Home Care from Government Intrusion Act - Prohibits the Secretary of Labor from finalizing or enforcing proposed Department of Labor rule "Application of the Fair Labor Standards Act to Domestic Service" (relating to companion care for the elderly and individuals with disabilities) issued pursuant to the Fair Labor Standards Act of 1938 and published on December 27, 2011, or any substantially similar rule.

protecting home care government intrusion act prohibits secretary labor finalizing enforcing proposed department_of_labor rule application fair labor standards act domestic service relating companion care elderly individuals disabilities issued pursuant fair labor standards act published december substantially similar rule


Summary: Original Living American Wage (LAW) Act - Expresses the sense of Congress that: (1) the federal minimum wage should, as a minimum, be adjusted every four years so that a person working for it may earn an annual income at least 15% higher than the federal poverty threshold for a family of two; (2) it should be set at a level high enough to allow two full-time minimum wage workers to earn an income above the national housing wage; and (3) Congress, any of the several states, the District of Columbia, any U.S. territories or possessions, any Indian tribe, or local or state government may establish a higher minimum wage requirement than that established in this Act. Amends the Fair Labor Standards Act of 1938 to increase the federal minimum wage to at least the amount determined by the Secretary of Labor according to the formula prescribed by this Act beginning September 1, 2012. Requires the Secretary to determine such minimum wage rate by June 1, 2012, and once every four years thereafter. Prohibits any adjustment if the determination would result in a minimum wage lower than the current one. Requires the minimum wage so determined to be the minimum hourly wage sufficient for a person working for it 40 hours per week, 52 weeks per year, to earn an annual income 15% percent higher than the federal poverty threshold for a two-person household, with one child under age 18, and living in the 48 contiguous states, as published for each such year by the Census Bureau.

original living american wage law act expresses sense congress federal minimum wage minimum adjusted years person working earn annual income higher federal poverty threshold family set level high allow time minimum wage workers earn income national housing wage congress states district_of_columbia territories possessions indian tribe local state government establish higher minimum wage requirement established act amends fair labor standards act increase federal minimum wage determined secretary labor according formula prescribed act beginning september requires secretary determine minimum wage rate june years prohibits adjustment determination result minimum wage lower current requires minimum wage determined minimum hourly wage sufficient person working hours week weeks year earn annual income percent higher federal poverty threshold person household child age living contiguous states published year census bureau


Summary: Fair Minimum Wage Act of 2012 - Amends the Fair Labor Standards Act of 1938 (FLSA) to increase the federal minimum wage for employees to: (1) $8.10 an hour on the first day of the third month after the enactment of this Act; (2) $8.95 an hour after one year; (3) $9.80 an hour after two years; and (4) the amount determined by the Secretary of Labor (based on increases in the Consumer Price Index) after three years, and annually thereafter. Increases the federal minimum wage for tipped employees to $3.00 an hour for one year on the first day of the third month after the enactment of this Act. Provides a formula for subsequent annual adjustments of the wage increase to ensure that it remains equal to 70% of the wage in effect under FLSA for other employees. Directs the Secretary of Labor, 60 days before any increase in the minimum wage, to publish it in the Federal Register and on the Department of Labor's website.

fair minimum wage act amends fair labor standards act flsa increase federal minimum wage employees hour day month enactment act hour year hour years determined secretary labor based increases consumer price index years annually increases federal minimum wage employees hour year day month enactment act provides formula subsequent annual adjustments wage increase ensure remains equal wage effect flsa employees directs secretary labor days increase minimum wage publish federal_register department_of_labor website


Summary: Ban the Box Act - Makes it an unlawful employment practice for certain employers to seek information concerning a job applicant's conviction for a criminal offense. Sets forth exceptions authorizing an employer to seek such information: (1) after a conditional offer for employment has been extended to an applicant, or (2) where the granting of employment may involve an unreasonable risk to the safety of specific individuals or the general public. Directs the Equal Employment Opportunity Commission (EEOC) to issue rules indentifying factors to be considered by employers in assessing whether an individual's past criminal history poses such an unreasonable risk within defined categories of employment. Sets forth enforcement procedures and remedies under the Civil Rights Act of 1964, Congressional Accountability Act of 1995, Government Employee Rights Act of 1991, and the rights and protections extended to presidential offices.

ban box act makes unlawful employment practice certain employers seek information concerning job applicant conviction criminal offense sets forth exceptions authorizing employer seek information conditional offer employment extended applicant granting employment involve unreasonable risk safety specific individuals general public directs equal_employment_opportunity_commission eeoc issue rules factors considered employers assessing individual past criminal history poses unreasonable risk defined categories employment sets forth enforcement procedures remedies civil rights act congressional_accountability_act government employee rights act rights protections extended presidential offices


Summary: Amends the Fair Labor Standards Act of 1938 to exempt from maximum hours requirements any employee who: (1) works as an insurance claims adjuster for at least $591 per week during the 24-month period after a major disaster; and (2) is employed as an adjuster by an employer not itself engaged, directly or through an affiliate, in underwriting, selling, or marketing property, casualty, or liability insurance policies or contracts.

amends fair labor standards act exempt maximum hours requirements employee works insurance claims week month period major disaster employed employer engaged directly affiliate underwriting selling marketing property casualty liability insurance policies contracts


Summary: Streamlining Claims Processing for Federal Contractor Employees Act - Transfers authority from the Government Accountability Office (GAO) to the Department of Labor for processing claims for wages due to laborers and mechanics hired by contractors on public works projects.

streamlining claims processing federal contractor employees act transfers authority government_accountability_office gao department_of_labor processing claims wages laborers mechanics hired contractors public works projects


Summary: Payroll Fraud Prevention Act - Amends the Fair Labor Standards Act of 1938 (FLSA) to require every person (including every employer and enterprise) that employs an employee or non-employee who performs labor or services, including through an entity such as a trust, estate, partnership, association, company, or corporation, to: (1) classify such individuals accurately as employees or non-employees; and (2) notify each new employee and new non-employee of his or her classification as an employee or non-employee, together with information concerning their rights under the law. Makes it unlawful for any person to: (1) discharge or otherwise discriminate against an individual (including an employee) who has opposed any practice, or filed a complaint or instituted any proceeding related to this Act, including with respect to an individual's status as an employee or non-employee; and (2) wrongly classify an employee as a non-employee. Doubles the amount of liquidated damages for maximum hours, minimum wage, and notice of classification violations by an employer. Subjects a person who: (1) violates such requirements (including recordkeeping requirements) to a civil penalty of up to $1,100; or (2) repeatedly or willfully violates such requirements to a civil penalty of up to $5,000 for each violation. Directs the Secretary of Labor to establish a single Web page on the Department of Labor website that summarizes the rights of employees and non-employees under the FLSA and this Act. Amends the Social Security Act to require, as a condition for a federal grant for the administration of state unemployment compensation, for the state's unemployment compensation law to include a provision for: (1) auditing programs that identify employers that have not registered under the state law or that are paying unreported compensation where the effect is to exclude employees from unemployment compensation coverage, and (2) establishing administrative penalties for misclassifying employees or paying unreported unemployment compensation to employees. Requires any office, administration, or division of the Department of Labor to report any misclassification of an employee by a person subject to the FLSA that it discovers to the Department's Wage and Hour Division (WHD). Authorizes the WHD to report such information to the Internal Revenue Service (IRS).

payroll fraud prevention act_-_amends fair labor standards act flsa require person including employer enterprise employs employee non employee performs labor services including entity trust estate partnership association company corporation classify individuals accurately employees non employees notify new employee new non employee classification employee non employee information concerning rights law makes unlawful person discharge discriminate individual including employee opposed practice filed complaint instituted proceeding related act including respect individual status employee non employee wrongly classify employee non employee doubles liquidated damages maximum hours minimum wage notice classification violations employer subjects person violates requirements including recordkeeping requirements civil penalty repeatedly willfully violates requirements civil penalty violation directs secretary labor establish single web page department_of_labor website summarizes rights employees non employees flsa act amends social_security_act require condition federal grant administration state unemployment compensation state unemployment compensation law include provision auditing programs identify employers registered state law paying unreported compensation effect exclude employees unemployment compensation coverage establishing administrative penalties employees paying unreported unemployment compensation employees requires office administration division department_of_labor report misclassification employee person subject flsa discovers department wage hour division authorizes report information internal_revenue_service irs


Summary: Direct Care Job Quality Improvement Act of 2011 - Amends the Fair Labor Standards Act of 1938 with respect to the exemption from minimum wage and maximum hour requirements of any employee employed on a casual basis in domestic service employment to provide companionship services for individuals who because of age or infirmity are unable to care for themselves. Extends the same exemption to a casual employee in domestic service employment to provide companionship services for disabled individuals unable to care for themselves. Directs the Secretary of Health and Human Services (HHS) to develop a direct care workforce monitoring program. Amends title XIX (Medicaid) of the Social Security Act (SSA) to require a state Medicaid plan to require the state to report annually to the Secretary on the adequacy of its direct care workforce to provide long-term care (LTC) services. Amends the Patient Protection and Affordable Care Act to require the National Health Care Workforce Commission, as a high priority, to review, analyze, and report annually to Congress and the Health Resources and Services Administration on the current and projected direct care workforce supply and demand. Directs the Secretary to award grants to states, Indian tribes, and tribal organizations to develop data collection and monitoring systems to assess the adequacy of a state's or tribe's direct care workforce to meet current and future demand for LTC services. Directs the Secretary to award competitive three-year grants to states and other eligible entities to improve the recruitment, retention, and education of direct care workers.

direct care job quality improvement act amends fair labor standards act respect exemption minimum wage maximum hour requirements employee employed casual basis domestic service employment provide companionship services individuals age unable care extends exemption casual employee domestic service employment provide companionship services disabled individuals unable care directs secretary health_and_human_services hhs develop direct care workforce monitoring program amends title xix medicaid social_security_act ssa require state medicaid plan require state report annually secretary adequacy direct care workforce provide long-term_care ltc services amends patient_protection affordable care act require national_health_care_workforce_commission high priority review analyze report annually congress health_resources_and_services_administration current projected direct care workforce supply demand directs secretary award grants states indian tribes tribal organizations develop data collection monitoring systems assess adequacy state tribe direct care workforce meet current future demand ltc services directs secretary award competitive year grants states eligible entities improve recruitment retention education direct care workers


Summary: Locality Pay Equity Act of 2011 - Prohibits the Office of Personnel Management (OPM) from defining more than one local wage area for prevailing rate employees within a pay locality, except with respect to the pay locality designated as "Rest of United States." Requires the Director of OPM to ensure that this Act shall not reduce any rate of basic pay for any individual who is serving as a prevailing rate employee.

locality pay equity act prohibits office_of_personnel_management opm defining local wage area prevailing rate employees pay locality respect pay locality designated rest united_states requires director opm ensure act shall reduce rate basic pay individual serving prevailing rate employee


Summary: Employee Rights Act - Amends the National Labor Relations Act (NLRA) to make it an unlawful labor practice for a labor organization or its agents to interfere with the rights of employees to organize and select representation to collectively bargain. Adds a requirement that representatives be selected by secret ballot in an election conducted by the National Labor Relations Board (NLRB) by a majority of the employees in a unit. Defines "majority" for purposes of determining the majority of employees in an election to mean the majority of all employees in the unit, and not the majority of employees voting in the election. Requires a neutral, private organization, chosen by agreement between an employer and a labor organization that is the exclusive representative of employees in an appropriate bargaining unit, to conduct a secret ballot election by the employees, every three years after the labor organization's initial certification, to determine whether a majority desire to continue to be represented by that labor organization. Requires the NLRB to decide, before the election of a labor organization as the exclusive collective bargaining representative of all employees of an appropriate unit, whether such unit shall be the employer unit, craft unit, plant unit, or subdivision unit. Requires the NLRB to give 14 days advance notice before a hearing when it is investigating an election petition if it has reasonable cause to believe that a question of representation affecting commerce exists. Revises the requirement that the NLRB direct an election by secret ballot, and certify its results, whenever it finds upon the record of such a hearing that a question of representation exists. Adds a requirement that the NLRB also review all post-hearing appeals before finding that such a question exists. Prohibits an election less than 40 calendar days following the filing of an election petition. Requires an employer to provide the NLRB a list of employee names and home addresses of all eligible voters within 7 days after an NLRB determination of the appropriate unit or following any agreement between the employer and the labor organization regarding eligible voters. Prohibits an election after the filing of a petition unless and until: (1) a hearing is conducted before a qualified hearing officer on any and all material, factual issues regarding jurisdiction, statutory coverage, appropriate unit, unit inclusion or exclusion, or eligibility of individuals; and (2) the issues are resolved by a regional Director, subject to appeal and review, or by the NLRB. Declares that election results shall not be final nor any labor organization be certified as a bargaining representative unless the NLRB has ruled on: (1) each pre-election issue not resolved before the election; and (2) the NLRB conducts a hearing and resolves each issue pertaining to the conduct or results of the election. Makes any labor organization found to have interfered with, restrained, or coerced employees in the exercise of their rights to form or join a labor organization or to refrain from forming or joining (including the filing of a decertification petition) liable for lost wages and unlawfully collected union dues and fees, if any, and an additional amount as liquated damages. Amends the Labor-Management Reporting and Disclosure Act of 1959 (Landrum-Griffin Act) to permit an election by secret ballot to be conducted through votes cast by electronic ballot cast in the privacy of a voting booth. Requires every employee in a bargaining unit represented by a labor organization, regardless of membership status, to have the same right as members to vote by secret ballot to ratify a collective bargaining agreement with, or to engage in, a strike or refusal to work of any kind against their employer. Prohibits the use of an employee's union dues for any purpose not directly related to the labor organization's collective bargaining, unless that employee authorizes such expenditure in writing. Prohibits a strike without the consent of a majority of all employees affected, determined by a secret ballot vote conducted by a neutral, private organization chosen by agreement between the employer and the labor organization. Makes it unlawful for a person to use force or violence, or threaten the use of force or violence, to restrain, coerce, or intimidate a person, or attempt to, in order to obtain from any person any right to represent employees, compensation, or other term or condition of employment. Subjects persons who willfully violate such prohibitions to both civil and criminal penalties.

employee rights act_-_amends national_labor_relations_act nlra unlawful labor practice labor organization agents interfere rights employees organize select representation collectively bargain adds requirement representatives selected secret ballot election conducted national_labor_relations_board nlrb majority employees unit defines majority purposes determining majority employees election mean majority employees unit majority employees voting election requires neutral private organization chosen agreement employer labor organization exclusive representative employees appropriate bargaining unit conduct secret ballot election employees years labor organization initial certification determine majority desire continue represented labor organization requires nlrb decide election labor organization exclusive collective bargaining representative employees appropriate unit unit shall employer unit craft unit plant unit subdivision unit requires nlrb days advance notice hearing investigating election petition reasonable cause believe question representation affecting commerce exists revises requirement nlrb direct election secret ballot certify results finds record hearing question representation exists adds requirement nlrb review post hearing appeals finding question exists prohibits election calendar days following filing election petition requires employer provide nlrb list employee names home addresses eligible voters days nlrb determination appropriate unit following agreement employer labor organization eligible voters prohibits election filing petition hearing conducted qualified hearing officer material factual issues jurisdiction statutory coverage appropriate unit unit inclusion exclusion eligibility individuals issues resolved regional director subject appeal review nlrb declares election results shall final labor organization certified bargaining representative nlrb ruled pre election issue resolved election nlrb conducts hearing resolves issue pertaining conduct results election makes labor organization found interfered restrained coerced employees exercise rights form join labor organization refrain forming joining including filing decertification petition liable lost wages unlawfully collected union dues fees additional liquated damages amends labor-management_reporting disclosure act landrum-griffin_act permit election secret ballot conducted votes cast electronic ballot cast privacy voting booth requires employee bargaining unit represented labor organization regardless membership status right members vote secret ballot ratify collective bargaining agreement engage strike refusal work kind employer prohibits use employee union dues purpose directly related labor organization collective bargaining employee authorizes expenditure writing prohibits strike consent majority employees affected determined secret ballot vote conducted neutral private organization chosen agreement employer labor organization makes unlawful person use force violence threaten use force violence restrain coerce intimidate person attempt order obtain person right represent employees compensation term condition employment subjects persons willfully violate prohibitions civil criminal penalties


Summary: Computer Professionals Update Act or CPU Act - Amends the Fair Labor Standards Act of 1938 to revise and expand the exemption from overtime and minimum wage requirements for any employee who is an analyst, computer programmer, software engineer, or other skilled worker. Extends the exemption to any employee working broadly in a computer or information technology (IT) occupation, including but not limited to work related to computers, information systems, components, networks, software, hardware, databases, security, the Internet, intranet, or websites. Adds to the current occupations cited designer, developer, and administrator. Applies such exemption to IT professionals: (1) whose primary duties include, among other things, network or database analysis, consulting with users, and directing the work or training of individuals performing such duties; and (2) who are paid at a rate of at least $27.63 an hour (as under current law) or on a salary basis.

computer professionals update act act_-_amends fair labor standards act revise expand exemption overtime minimum wage requirements employee analyst computer software engineer skilled worker extends exemption employee working broadly computer information technology occupation including limited work related computers information systems components networks software hardware databases security internet websites adds current occupations cited designer developer administrator applies exemption professionals primary duties include things network database analysis consulting users directing work training individuals performing duties paid rate hour current law salary basis


Summary: Driver Fatigue Prevention Act - Amends the Fair Labor Standards Act of 1938 to apply its maximum hours requirements to over-the-road bus drivers.

driver fatigue prevention act_-_amends fair labor standards act apply maximum hours requirements road bus drivers


Summary: Preserving America's Family Farms Act - Prohibits the Secretary of Labor from finalizing or enforcing proposed rule "Child Labor Regulations, Orders and Statements of Interpretation; Child Labor Violations-Civil Money Penalties" (relating to child labor in agricultural and nonagricultural occupations) issued pursuant to the Fair Labor Standards Act and published on September 2, 2011.

preserving america family farms act prohibits secretary labor finalizing enforcing proposed rule child labor regulations orders statements interpretation child labor violations civil money penalties relating child labor agricultural nonagricultural occupations issued pursuant fair labor standards act published september


Summary: Rewarding Achievement and Incentivizing Successful Employees Act or RAISE Act - Amends the National Labor Relations Act to declare that neither its prohibition against interference by an employer with employees' right to bargain collectively, nor the terms of a collective bargaining agreement entered into between employees and an employer after enactment of this Act, shall prohibit an employer from paying an employee higher wages, pay, or other compensation than the agreement provides for.

rewarding achievement incentivizing successful employees act raise act_-_amends national_labor_relations_act declare prohibition interference employer employees right bargain collectively terms collective bargaining agreement entered employees employer enactment act shall prohibit employer paying employee higher wages pay compensation agreement provides


Summary: End Pay Discrimination Through Information Act - Amends the Fair Labor Standards Act of 1938 to revise the prohibition against employer retaliation for employee complaints. Prohibits retaliation for inquiring about, discussing, or disclosing the wages of the employee or another employee in response to a sex discrimination complaint or charge, or in furtherance of a sex discrimination investigation, proceeding, hearing, or action, including an investigation conducted by the employer.

end pay discrimination information act_-_amends fair labor standards act revise prohibition employer retaliation employee complaints prohibits retaliation inquiring discussing disclosing wages employee employee response sex discrimination complaint charge furtherance sex discrimination investigation proceeding hearing action including investigation conducted employer


Summary: Companionship Exemption Protection Act - Amends the Fair Labor Standards Act of 1938, with respect to the exemption from minimum wage and maximum hour requirements of domestic service employment to provide companionship services for individuals who because of age or infirmity are unable to care for themselves, to provide detailed definitions of "companionship services" and "domestic service employment." Excludes from companionship services those relating to the care and protection of the aged or infirm which require and are performed by trained medical personnel. Extends the exemption to third-party employment of an employee to provide companionship services to such individuals, including non-medical in-home care or household work related to their care. Defines "third-party employment" to mean employees who provide companionship services while employed by an employer or agency other than the family or household using their services, whether or not such an employee is assigned to more than one household or family in the same workweek when providing such services.

companionship exemption protection act_-_amends fair labor standards act respect exemption minimum wage maximum hour requirements domestic service employment provide companionship services individuals age unable care provide detailed definitions companionship services domestic service employment excludes companionship services relating care protection aged require performed trained medical personnel extends exemption party employment employee provide companionship services individuals including non medical home care household work related care defines party employment mean employees provide companionship services employed employer agency family household services employee assigned household family workweek providing services


Summary:
Original Living American Wage (LAW) Act - Expresses the sense of Congress that: (1) the federal minimum wage should, as a minimum, be adjusted every four years so that a person working for it may earn an annual income at least 15% higher than the federal poverty threshold for a family of two; (2) it should be set at a level high enough to allow two full-time minimum wage workers to earn an income above the national housing wage; and (3) Congress, any of the several states, the District of Columbia, any U.S. territories or possessions, any Indian tribe, or local or state government may establish a higher minimum wage requirement than that established in this Act.

Amends the Fair Labor Standards Act of 1938 to increase the federal minimum wage to at least the amount determined by the Secretary of Labor according to the formula prescribed by this Act beginning September 1, 2013.

Requires the Secretary to determine such minimum wage rate by June 1, 2013, and once every four years thereafter. Prohibits any adjustment if the determination would result in a minimum wage lower than the current one.

Requires the minimum wage so determined to be the minimum hourly wage sufficient for a person working for it 40 hours per week, 52 weeks per year, to earn an annual income 15% higher than the federal poverty threshold for a two-person household, with one child under age 18, and living in the 48 contiguous states, as published for each such year by the Census Bureau.

original living american wage law act expresses sense congress federal minimum wage minimum adjusted years person working earn annual income higher federal poverty threshold family set level high allow time minimum wage workers earn income national housing wage congress states district_of_columbia territories possessions indian tribe local state government establish higher minimum wage requirement established act amends fair labor standards act increase federal minimum wage determined secretary labor according formula prescribed act beginning september requires secretary determine minimum wage rate june years prohibits adjustment determination result minimum wage lower current requires minimum wage determined minimum hourly wage sufficient person working hours week weeks year earn annual income higher federal poverty threshold person household child age living contiguous states published year census bureau


Summary: Responsibility in Federal Contracting Act - Requires that the locally prevailing wage paid to various classes of laborers and mechanics working under federally-financed or federally-assisted contracts for construction, alteration, and repair of public buildings or public works (Davis-Bacon Act) be determined by the Secretary of Labor (as under current law), but acting through the Bureau of Labor Statistics (BLS), using surveys carried out by BLS that use proper random statistical sampling techniques.

responsibility federal contracting act_-_requires locally prevailing wage paid classes laborers mechanics working federally financed federally assisted contracts construction alteration repair public buildings public works davis-bacon_act determined secretary labor current law acting bureau_of_labor_statistics bls surveys carried bls use proper random statistical sampling techniques


Summary: Working for Adequate Gains for Employment in Services Act or WAGES Act - Amends the Fair Labor Standards Act of 1938 (FLSA) to establish a base minimum wage for tipped employees of at least: (1) $3.75 an hour beginning 90 days after the enactment of this Act; (2) $5.00 an hour beginning one year after the change in clause one takes effect; and (3) beginning two years after the change in clause two takes effect, and adjusted as necessary thereafter, 70% of the wage in effect under FLSA but in no case less than $5.50 an hour.

working adequate gains employment services act wages act_-_amends fair labor standards act flsa establish base minimum wage employees hour beginning days enactment act hour beginning year change clause takes effect beginning years change clause takes effect adjusted necessary wage effect flsa case hour


Summary: Highway Trust Fund Reform Act of 2013 - Repeals the Davis-Bacon Act (which requires that the locally prevailing wage rate be paid to laborers and mechanics working on federal-aid highway construction projects and public transportation construction projects).

highway_trust_fund reform_act repeals davis-bacon_act requires locally prevailing wage rate paid laborers mechanics working federal aid highway construction projects public transportation construction projects


Summary:
Fair Wages for Workers with Disabilities Act of 2013 - Directs the Secretary of Labor to discontinue issuing to any new profit or non-profit or governmental entity special wage certificates (which permit individuals with disabilities, including individuals employed in agriculture, to be paid at lower than minimum wages).

Prescribes requirements for a three-year phase-out of all certificates.

Amends the Fair Labor Standards Act of 1938 to repeal authority and requirements for the issuance of such certificates three years after enactment of this Act. Requires revocation of any certificates remaining at that time.

fair wages workers disabilities act directs secretary labor discontinue issuing new profit non profit governmental entity special wage certificates permit individuals disabilities including individuals employed agriculture paid lower minimum wages prescribes requirements year phase certificates amends fair labor standards act repeal authority requirements issuance certificates years enactment act requires revocation certificates remaining time


Summary: Amends the Fair Labor Standards Act of 1938 to exempt from maximum hours requirements any employee who: (1) adjusts or evaluates claims resulting from or relating to a major disaster for at least $591 per week (or any minimum weekly amount established by the Secretary of Labor, whichever is greater) during the 2-year period after the disaster; and (2) is employed as an adjuster or evaluator by an employer not itself engaged, directly or through an affiliate, in underwriting, selling, or marketing property, casualty, or liability insurance policies or contracts.

amends fair labor standards act exempt maximum hours requirements employee adjusts evaluates claims resulting relating major disaster week minimum weekly established secretary labor whichever greater year period disaster employed evaluator employer engaged directly affiliate underwriting selling marketing property casualty liability insurance policies contracts


Summary:
Fair Minimum Wage Act of 2013 - Amends the Fair Labor Standards Act of 1938 (FLSA) to increase the federal minimum wage for employees to: (1) $8.20 an hour on the first day of the third month after the enactment of this Act; (2) $9.15 an hour after one year; (3) $10.10 an hour after two years; and (4) the amount determined by the Secretary of Labor (based on increases in the Consumer Price Index) after three years, and annually thereafter.

Increases the federal minimum wage for tipped employees to $3.00 an hour for one year on the first day of the third month after the enactment of this Act. Provides a formula for subsequent annual adjustments of the wage increase to ensure that it remains equal to 70% of the wage in effect under FLSA for other employees.

Directs the Secretary of Labor, 60 days before any increase in the minimum wage, to publish it in the Federal Register and on the Department of Labor's website.

fair minimum wage act amends fair labor standards act flsa increase federal minimum wage employees hour day month enactment act hour year hour years determined secretary labor based increases consumer price index years annually increases federal minimum wage employees hour year day month enactment act provides formula subsequent annual adjustments wage increase ensure remains equal wage effect flsa employees directs secretary labor days increase minimum wage publish federal_register department_of_labor website


Summary:
Catching Up To 1968 Act of 2013 - Amends the Fair Labor Standards Act of 1938 to increase to $10.50 an hour (adjusted annually based on increases in the Consumer Price Index) the federal minimum wage for employees.

Prescribes the federal minimum wage for tipped employees to be 70% of the federal minimum wage in effect for employees.

Directs the Secretary of Labor, 60 days before any increase in the minimum wage, to publish the increase in the Federal Register and on the Department of Labor's website.

 Revises the exemption from minimum wage and maximum hour requirements of agricultural employees to eliminate (and so subject to such requirements) all agricultural employees except those who are members of the employer's immediate family.

Eliminates from that same exemption (and thereby subject to such requirements) any employee employed in domestic service employment to provide companionship services for individuals who because of age or infirmity are unable to care for themselves.

catching act amends fair labor standards act increase hour adjusted annually based increases consumer price index federal minimum wage employees prescribes federal minimum wage employees federal minimum wage effect employees directs secretary labor days increase minimum wage publish increase federal_register department_of_labor website revises exemption minimum wage maximum hour requirements agricultural employees eliminate subject requirements agricultural employees members employer immediate family eliminates exemption subject requirements employee employed domestic service employment provide companionship services individuals age unable care


Summary: Amends the Fair Labor Standards Act of 1938 to exempt certain perishable agricultural commodities (fresh fruits and vegetables, including cherries in brine, whether or not frozen or packed in ice) from the prohibition against the transporting or selling of any goods produced by an employee who was employed in violation of minimum wage or maximum hours requirements, or specified related orders of the Secretary of Labor.

amends fair labor standards act exempt certain perishable agricultural commodities fresh fruits vegetables including brine frozen packed ice prohibition transporting selling goods produced employee employed violation minimum wage maximum hours requirements specified related orders secretary labor


Summary:
Working Families Flexibility Act of 2013 - Amends the Fair Labor Standards Act of 1938 to authorize private employers to provide compensatory time off to private employees at a rate of 1 1/2 hours per hour of employment for which overtime compensation is required. Authorizes an employer to provide compensatory time only if it is in accordance with an applicable collective bargaining agreement or, in the absence of such an agreement, an agreement between the employer and employee.

Prohibits an employee from accruing more than 160 hours of compensatory time. Requires an employee's employer to provide monetary compensation, after the end of a calendar year, for any unused compensatory time off accrued during the preceding year.

Requires an employer to give employees 30-day notice before discontinuing compensatory time off.

Prohibits an employer from intimidating, threatening, or coercing an employee in order to: (1) interfere with the employee's right to request or not to request compensatory time off in lieu of payment of monetary overtime compensation, or (2) require an employee to use such compensatory time.

Makes an employer who violates such requirements liable to the affected employee in the amount of the compensation rate for each hour of compensatory time accrued, plus an additional equal amount as liquidated damages, reduced for each hour of compensatory time used.

Directs the Comptroller General (GAO) to report to Congress on: (1) the extent to which employers provide compensatory time off and employees opt to receive it; (2) the number of complaints filed by an employee with the Secretary of Labor alleging a violation of the requirements as well as enforcement actions commenced by the Secretary on behalf of an aggrieved employee; (3) the disposition of such complaints and actions; and (4) any unpaid wages, damages, penalties, injunctive relief, or other remedies sought by the Secretary in connection with such actions.

working_families flexibility act amends fair labor standards act authorize private employers provide compensatory time private employees rate hours hour employment overtime compensation required authorizes employer provide compensatory time accordance applicable collective bargaining agreement absence agreement agreement employer employee prohibits employee accruing hours compensatory time requires employee employer provide monetary compensation end calendar year unused compensatory time accrued preceding year requires employer employees day notice discontinuing compensatory time prohibits employer intimidating threatening coercing employee order interfere employee right request request compensatory time lieu payment monetary overtime compensation require employee use compensatory time makes employer violates requirements liable affected employee compensation rate hour compensatory time accrued plus additional equal liquidated damages reduced hour compensatory time directs comptroller_general gao report congress extent employers provide compensatory time employees opt receive number complaints filed employee secretary labor alleging violation requirements enforcement actions commenced secretary behalf aggrieved employee disposition complaints actions unpaid wages damages penalties injunctive relief remedies sought secretary connection actions


Summary: Adjusting Davis-Bacon for Inflation Act - Increases from $2,000 to $50,000 the contract threshold requiring the locally prevailing wage rate to be paid to various classes of laborers and mechanics working under federally-financed or federally-assisted contracts for construction, alteration, and repair of public buildings or public works (Davis-Bacon Act).

adjusting davis bacon inflation act increases contract threshold requiring locally prevailing wage rate paid classes laborers mechanics working federally financed federally assisted contracts construction alteration repair public buildings public works davis-bacon_act


Summary: Supporting Working Moms Act of 2013 - Amends the Fair Labor Standards Act of 1938 to extend the requirement that certain employers provide reasonable break time for an employee to express breast milk for her nursing child to bona fide executive, administrative, or professional capacity employees or outside salesmen who are exempt from federal labor laws that limit the number of hours in a workweek.

supporting working act amends fair labor standards act extend requirement certain employers provide reasonable break time employee express breast milk nursing child bona fide executive administrative professional capacity employees outside exempt federal labor laws limit number hours workweek


Summary:
Davis-Bacon Repeal Act - Repeals the Davis-Bacon Act (which requires that the locally prevailing wage rate be paid to various classes of laborers and mechanics working under federally-financed or federally-assisted contracts for construction, alteration, and repair of public buildings or public works).

States that references in any law to a wage requirement of the Davis-Bacon Act after the enactment of this Act shall be null and void.

davis bacon repeal act repeals davis-bacon_act requires locally prevailing wage rate paid classes laborers mechanics working federally financed federally assisted contracts construction alteration repair public buildings public works states references law wage requirement davis-bacon_act enactment act shall null void


Summary:
Password Protection Act of 2013 - Amends the federal criminal code to subject to a fine any employer who knowingly and intentionally: (1) compels or coerces any person to provide the employer with a password or similar information to access a protected computer not owned by such employer; or (2) discharges, disciplines, discriminates, or threatens to take such actions, against any person who fails to authorize access to such computer, has filed a complaint or instituted a proceeding regarding such action, or testified or is about to testify in any such proceeding.

Declares that nothing in this Act shall be construed to limit the authority of a court of competent jurisdiction to grant equitable relief in a civil action, if the court believes that the information sought to be obtained is relevant to protecting the intellectual property, a trade secret, or confidential business information of the party seeking relief.

Exempts an employer's actions from such prohibition if: (1) the employer discharges or disciplines an individual for good cause; (2) the employer complies with federal or state laws or regulations governing brokers, dealers, and investment advisers; (3) a state enacts a law that specifically waives such prohibition with respect to a particular class of state or agency employees and the employer's action relates to an employee in such class; or (4) an executive agency, military department, or other executive branch entity specifically waives the prohibition with respect to a particular class of employees who may have access to classified information.

password protection act amends federal criminal code subject fine employer knowingly intentionally coerces person provide employer password similar information access protected computer owned employer discharges disciplines discriminates threatens actions person fails authorize access computer filed complaint instituted proceeding action testified testify proceeding declares act shall construed limit authority court competent jurisdiction grant equitable relief civil action court believes information sought obtained relevant protecting intellectual property trade secret confidential business information party seeking relief exempts employer actions prohibition employer discharges disciplines individual good cause employer complies federal state laws regulations governing brokers dealers investment advisers state enacts law specifically waives prohibition respect particular class state agency employees employer action relates employee class executive agency military department executive branch entity specifically waives prohibition respect particular class employees access classified information


Summary:
Children's Act for Responsible Employment of 2013 or CARE Act of 2013 - Amends the Fair Labor Standards Act of 1938 to define "oppressive child labor," for purposes of the Act's child labor prohibitions, as the employment of any employee who is: (1) 16 or 17 in any occupation found by the Secretary of Labor to be particularly hazardous for their employment or detrimental to their health or well-being; (2) 14 or 15, unless the employment is confined to periods which do not interfere with the employee's schooling, health, or well-being; or (3) under 14.

Revises the Act's exemptions to make the restrictions on oppressive child labor inapplicable to the following: (1) employment in agriculture of an employee under age 18 by his or her parent, or by a person standing in the place of the parent, on a farm owned by the parent or person (current law uses an age- and consent-based scheme); and (2) employment of an employee under age 16 by a parent, or a person standing in place of a parent, other than in agriculture, manufacturing, mining, or any other employment the Secretary finds to be particularly hazardous for the employment of children age 16 or 17 or detrimental to their health or well-being. (Current law applies the child labor restrictions to particularly hazardous agricultural employment, except where the child is employed by a parent or a person standing in place of the parent on a farm owned or operated by such person).

Eliminates any waiver of such prohibitions for hand-harvesting of certain crops.

Increases civil and establishes criminal penalties for child labor violations.

Directs the Secretary to revise federal child labor regulations to prohibit the employment of children under age 18 in duties involving the handling of pesticides.

children act responsible employment care act amends fair labor standards act define oppressive child labor purposes act child labor prohibitions employment employee occupation found secretary labor particularly hazardous employment detrimental health employment confined periods interfere employee schooling health revises act exemptions restrictions oppressive child labor inapplicable following employment agriculture employee age parent person standing place parent farm owned parent person current law uses consent based scheme employment employee age parent person standing place parent agriculture manufacturing mining employment secretary finds particularly hazardous employment children age detrimental health current law applies child labor restrictions particularly hazardous agricultural employment child employed parent person standing place parent farm owned operated person eliminates waiver prohibitions hand harvesting certain crops increases civil establishes criminal penalties child labor violations directs secretary revise federal child labor regulations prohibit employment children age duties involving handling pesticides


Summary: Rewarding Achievement and Incentivizing Successful Employees Act or RAISE Act - Amends the National Labor Relations Act to declare that neither its prohibition against interference by an employer with employees' right to bargain collectively, nor the terms of a collective bargaining agreement entered into between employees and an employer after enactment of this Act, shall prohibit an employer from paying an employee higher wages, pay, or other compensation than the agreement provides for.

rewarding achievement incentivizing successful employees act raise act_-_amends national_labor_relations_act declare prohibition interference employer employees right bargain collectively terms collective bargaining agreement entered employees employer enactment act shall prohibit employer paying employee higher wages pay compensation agreement provides


Summary:
Children's Consignment Event Recognition Act of 2013 - Amends the Fair Labor Standards Act of 1938 to exclude from the meaning of "employee" subject to minimum wage and maximum hours requirements any individuals who volunteer their services at a children's consignment event with or without the assistance of a facilitator and meet certain other conditions.

Defines "children's consignment event" to mean a sale or other event in which: (1) at least 90% of the aggregate fair market value of items offered for sale are children's or maternity clothing, and resale items are offered for sale on consignment; and (2) the event is held open to the public in a single location for the sale of goods for 8 or fewer sale days within any 30-day period.

children consignment event recognition_act amends fair labor standards act exclude meaning employee subject minimum wage maximum hours requirements individuals volunteer services children consignment event assistance facilitator meet certain conditions defines children consignment event mean sale event aggregate fair market value items offered sale children maternity clothing resale items offered sale consignment event held open public single location sale goods fewer sale days day period


Summary:
Fair Minimum Wage Act of 2013 - Amends the Fair Labor Standards Act of 1938 (FLSA) to increase the federal minimum wage for employees to: (1) $8.50 an hour on the first day of the third month after enactment of this Act; (2) $10.00 an hour after one year; (3) $11.00 an hour after two years; and (4) the amount determined by the Secretary of Labor (based on increases in the Consumer Price Index) after three years, and annually thereafter.

Increases the federal minimum wage for tipped employees to $3.00 an hour for one year on the first day of the third month after enactment of this Act. Provides a formula for subsequent annual adjustments of the wage increase to ensure that it remains equal to 70% of the wage in effect under FLSA for other employees.

Directs the Secretary, 60 days before any increase in the minimum wage, to publish it in the Federal Register and on the Department of Labor's website.

fair minimum wage act amends fair labor standards act flsa increase federal minimum wage employees hour day month enactment act hour year hour years determined secretary labor based increases consumer price index years annually increases federal minimum wage employees hour year day month enactment act provides formula subsequent annual adjustments wage increase ensure remains equal wage effect flsa employees directs secretary days increase minimum wage publish federal_register department_of_labor website


Summary:
Payroll Fraud Prevention Act of 2014 - Amends the Fair Labor Standards Act of 1938 (FLSA) to require every person (including every employer and enterprise) that employs an employee or non-employee who performs labor or services, including through an entity such as a trust, estate, partnership, association, company, or corporation, to: (1) classify such individuals accurately as employees or non-employees; and (2) notify each new employee and new non-employee of his or her classification as an employee or non-employee, together with information concerning their legal rights.

Makes it unlawful for any person to: (1) discharge or otherwise discriminate against an individual (including an employee) who has opposed any practice, or filed a complaint or instituted any proceeding related to this Act, including with respect to an individual's status as an employee or non-employee; and (2) wrongly classify an employee as a non-employee.

Doubles the amount of liquidated damages for maximum hours, minimum wage, and notice of classification violations by an employer. Subjects a person who: (1) violates such requirements (including recordkeeping requirements) to a civil penalty of up to $1,100; or (2) repeatedly or willfully violates such requirements to a civil penalty of up to $5,000 for each violation.

Directs the Secretary of Labor to establish a single webpage on the Department of Labor website that summarizes the rights of employees and non-employees under the FLSA and this Act.

Amends the Social Security Act to require, as a condition for a federal grant for the administration of state unemployment compensation, for the state's unemployment compensation law to include a provision for: (1) auditing programs that identify employers that have not registered under the state law or that are paying unreported compensation where the effect is to exclude employees from unemployment compensation coverage, and (2) establishing administrative penalties for misclassifying employees or paying unreported unemployment compensation to employees.

Requires any office, administration, or division of the Department of Labor to report any misclassification of an employee by a person subject to the FLSA that it discovers to the Department's Wage and Hour Division (WHD). Authorizes the WHD to report such information to the Internal Revenue Service (IRS).

payroll fraud prevention act amends fair labor standards act flsa require person including employer enterprise employs employee non employee performs labor services including entity trust estate partnership association company corporation classify individuals accurately employees non employees notify new employee new non employee classification employee non employee information concerning legal rights makes unlawful person discharge discriminate individual including employee opposed practice filed complaint instituted proceeding related act including respect individual status employee non employee wrongly classify employee non employee doubles liquidated damages maximum hours minimum wage notice classification violations employer subjects person violates requirements including recordkeeping requirements civil penalty repeatedly willfully violates requirements civil penalty violation directs secretary labor establish single webpage department_of_labor website summarizes rights employees non employees flsa act amends social_security_act require condition federal grant administration state unemployment compensation state unemployment compensation law include provision auditing programs identify employers registered state law paying unreported compensation effect exclude employees unemployment compensation coverage establishing administrative penalties employees paying unreported unemployment compensation employees requires office administration division department_of_labor report misclassification employee person subject flsa discovers department wage hour division authorizes report information internal_revenue_service irs


Summary:
Original Living Wage Act of 2014 - Expresses the sense of Congress that: (1) the federal minimum wage should, as a minimum, be adjusted every four years so that a person working for it may earn an annual income at least 15% higher than the federal poverty threshold for a family of four; (2) it should be set at a level high enough to allow two full-time minimum wage workers to earn an income above the national housing wage; and (3) Congress, any of the several states, the District of Columbia, any U.S. territories or possessions, any Indian tribe, or local or state government may establish a higher minimum wage requirement than that established in this Act.

Amends the Fair Labor Standards Act of 1938 to increase the federal minimum wage to at least the amount determined by the Secretary of Labor according to the formula prescribed by this Act beginning September 1, 2014.

Requires the Secretary to determine such minimum wage rate by June 1, 2014, and once every four years thereafter. Prohibits any adjustment if the determination would result in a minimum wage lower than the current one.

Requires the minimum wage so determined to be the minimum hourly wage sufficient for a person working for it 40 hours per week, 52 weeks per year, to earn an annual income 15% higher than the federal poverty threshold for a four-person household, with two children under age 18, and living in the 48 contiguous states, as published for each such year by the Census Bureau.

original living wage act expresses sense congress federal minimum wage minimum adjusted years person working earn annual income higher federal poverty threshold family set level high allow time minimum wage workers earn income national housing wage congress states district_of_columbia territories possessions indian tribe local state government establish higher minimum wage requirement established act amends fair labor standards act increase federal minimum wage determined secretary labor according formula prescribed act beginning september requires secretary determine minimum wage rate june years prohibits adjustment determination result minimum wage lower current requires minimum wage determined minimum hourly wage sufficient person working hours week weeks year earn annual income higher federal poverty threshold person household children age living contiguous states published year census bureau


Summary: Prohibits the Secretary of the Treasury from applying Revenue Ruling 2012-18 (or any similar guidance) for purposes of determining whether any payment made before January 1, 2015, is a tip as opposed to a service charge.

prohibits secretary treasury applying revenue ruling similar guidance purposes determining payment january tip opposed service charge


Summary: NLRB Freeze Act of 2013 - Declares that determinations made by National Labor Relations Board (NLRB) members constituting a quorum shall be void until a final judgment is entered in all cases pending before a federal court challenging the constitutionality of the appointment of Board members during a recess of the Senate.

nlrb freeze act declares determinations national_labor_relations_board nlrb members constituting quorum shall void final judgment entered cases pending federal court challenging constitutionality appointment board members senate


Summary:
Advice and Consent Restoration Act - Prohibits a National Labor Relations Board (NLRB) member from receiving a salary unless that member has been appointed: (1) by and with the advice and consent of the Senate, or (2) by the President to fill a vacancy during a recess of the Senate.

Prohibits an unconstitutional quorum of the NLRB from convening or taking any agency action until a final judgment is entered in all cases pending before a federal court challenging the constitutionality of the purported appointment of NLRB members.

advice consent restoration act prohibits national_labor_relations_board nlrb member receiving salary member appointed advice consent senate president fill vacancy senate prohibits unconstitutional quorum nlrb convening taking agency action final judgment entered cases pending federal court challenging constitutionality purported appointment nlrb members


Summary:
Restoring the Constitutional Balance of Power Act of 2013 - Prohibits the use of federal funds by the National Labor Relations Board (NLRB) to undertake or enforce activities commencing on or after January 4, 2012, that require authorization by a quorum of NLRB members.

Prohibits any transfer of funds from the Federal Reserve for use by the Consumer Financial Protection Bureau (CFPB) to implement activities that are authorized only upon the confirmation of a CFPB Director.

restoring constitutional balance power act prohibits use federal funds national_labor_relations_board nlrb undertake enforce activities commencing january require authorization quorum nlrb members prohibits transfer funds federal_reserve use consumer_financial_protection_bureau cfpb implement activities authorized confirmation cfpb director


Summary:
Fair Minimum Wage Act of 2013 - Amends the Fair Labor Standards Act of 1938 (FLSA) to increase the federal minimum wage for employees to: (1) $8.20 an hour on the first day of the third month after the enactment of this Act; (2) $9.15 an hour after one year; (3) $10.10 an hour after two years; and (4) the amount determined by the Secretary of Labor (based on increases in the Consumer Price Index) after three years, and annually thereafter.

Increases the federal minimum wage for tipped employees to $3.00 an hour for one year on the first day of the third month after the enactment of this Act. Provides a formula for subsequent annual adjustments of the wage increase to ensure that it remains equal to 70% of the wage in effect under FLSA for other employees.

Directs the Secretary of Labor, 60 days before any increase in the minimum wage, to publish it in the Federal Register and on the Department of Labor's website.

fair minimum wage act amends fair labor standards act flsa increase federal minimum wage employees hour day month enactment act hour year hour years determined secretary labor based increases consumer price index years annually increases federal minimum wage employees hour year day month enactment act provides formula subsequent annual adjustments wage increase ensure remains equal wage effect flsa employees directs secretary labor days increase minimum wage publish federal_register department_of_labor website


Summary: Driver Fatigue Prevention Act - Amends the Fair Labor Standards Act of 1938 to apply its maximum hours requirements to over-the-road bus drivers.

driver fatigue prevention act_-_amends fair labor standards act apply maximum hours requirements road bus drivers


Summary:
Working Families Flexibility Act of 2013 - Amends the Fair Labor Standards Act of 1938 to authorize private employers to provide compensatory time off to private employees at a rate of 1 1/2 hours per hour of employment for which overtime compensation is required. Authorizes an employer to provide compensatory time only if it is in accordance with an applicable collective bargaining agreement or, in the absence of such an agreement, an agreement between the employer and employee.

Prohibits an employee from accruing more than 160 hours of compensatory time. Requires an employee's employer to provide monetary compensation, after the end of a calendar year, for any unused compensatory time off accrued during the preceding year.

Requires an employer to give employees 30-day notice before discontinuing compensatory time off.

Prohibits an employer from intimidating, threatening, or coercing an employee in order to: (1) interfere with the employee's right to request or not to request compensatory time off in lieu of payment of monetary overtime compensation, or (2) require an employee to use such compensatory time.

Makes an employer who violates such requirements liable to the affected employee in the amount of the compensation rate for each hour of compensatory time accrued, plus an additional equal amount as liquidated damages, reduced for each hour of compensatory time used.

Directs the Comptroller General (GAO) to report to Congress every three years on: (1) the extent to which employers provide compensatory time off and employees opt to receive it; (2) the number of complaints filed by an employee with the Secretary of Labor alleging a violation of the requirements as well as enforcement actions commenced by the Secretary on behalf of an aggrieved employee; (3) the disposition of such complaints and actions; and (4) any unpaid wages, damages, penalties, injunctive relief, or other remedies sought by the Secretary in connection with such actions.

working_families flexibility act amends fair labor standards act authorize private employers provide compensatory time private employees rate hours hour employment overtime compensation required authorizes employer provide compensatory time accordance applicable collective bargaining agreement absence agreement agreement employer employee prohibits employee accruing hours compensatory time requires employee employer provide monetary compensation end calendar year unused compensatory time accrued preceding year requires employer employees day notice discontinuing compensatory time prohibits employer intimidating threatening coercing employee order interfere employee right request request compensatory time lieu payment monetary overtime compensation require employee use compensatory time makes employer violates requirements liable affected employee compensation rate hour compensatory time accrued plus additional equal liquidated damages reduced hour compensatory time directs comptroller_general gao report congress years extent employers provide compensatory time employees opt receive number complaints filed employee secretary labor alleging violation requirements enforcement actions commenced secretary behalf aggrieved employee disposition complaints actions unpaid wages damages penalties injunctive relief remedies sought secretary connection actions


Summary:
Family Friendly and Workplace Flexibility Act of 2013 - Amends the Fair Labor Standards Act of 1938 to authorize private employers to provide compensatory time off to private employees at a rate of at least 1 1/2 hours per hour of employment for which overtime compensation is required. Authorizes an employer to provide compensatory time only in accordance with an applicable collective bargaining agreement or, in the absence of such an agreement, an agreement between the employer and employee.

Prohibits an employee from accruing more than 160 hours of compensatory time. Requires such an employee, however, to receive overtime compensation for any such time in excess of 160 hours.

Requires an employee's employer to provide monetary compensation, after the end of a calendar year, for any unused compensatory time off accrued during the preceding year.

Requires an employer to give employees 30-day notice before discontinuing a policy of compensatory time off.

Prohibits an employer from intimidating, threatening, or coercing an employee in order to interfere with the employee's right to: (1) use or refrain from using accrued compensatory time off in lieu of receiving monetary compensation, or (2) refrain from entering into an agreement to accrue such compensatory time.

Authorizes an employer to establish a flexible credit hour program for employees to accrue flexible credit hours and, in lieu of monetary compensation, reduce the number of hours the employee works in a subsequent day or week at a rate of one hour for each hour of employment for which overtime compensation is required to be paid. Authorizes an employer to carry out a flexible credit hour program only in accordance with an applicable collective bargaining agreement or, in the absence of such an agreement, an agreement between the employer and employee.

Requires an employee's employer to provide monetary compensation, after the end of a calendar year, for any unused flexible credit hour accrued during the preceding year.

Requires an employer to give employees 30-day notice before discontinuing a policy of flexible credit hour program.

Prohibits an employer from intimidating, threatening, or coercing an employee in order to interfere with the employee's right to: (1) elect or not to elect to participate in a flexible credit hour program or to work flexible credit hours, or (2) use or refrain from using accrued flexible credit hours.

Makes an employer who violates such requirements liable to the affected employee in the amount of the compensation rate for each hour of unused compensatory time or each unused flexible credit hour accrued, plus an equal amount as liquidated damages.

Prescribes certain employee protections for unused compensatory time off and unused flexible credit hours during a bankruptcy proceeding.

Directs the Comptroller General (GAO) to report to Congress every three years on: (1) the extent to which employers provide compensatory time off and flexible credit hours and employees opt to receive them; (2) the number of complaints filed by an employee with the Secretary of Labor alleging a violation of the requirements as well as enforcement actions commenced by the Secretary on behalf of an aggrieved employee; (3) the disposition of such complaints and actions; and (4) any unpaid wages, damages, penalties, injunctive relief, or other remedies sought by the Secretary in connection with such actions.

family friendly workplace flexibility act amends fair labor standards act authorize private employers provide compensatory time private employees rate hours hour employment overtime compensation required authorizes employer provide compensatory time accordance applicable collective bargaining agreement absence agreement agreement employer employee prohibits employee accruing hours compensatory time requires employee receive overtime compensation time excess hours requires employee employer provide monetary compensation end calendar year unused compensatory time accrued preceding year requires employer employees day notice discontinuing policy compensatory time prohibits employer intimidating threatening coercing employee order interfere employee right use refrain accrued compensatory time lieu receiving monetary compensation refrain entering agreement accrue compensatory time authorizes employer establish flexible credit hour program employees accrue flexible credit hours lieu monetary compensation reduce number hours employee works subsequent day week rate hour hour employment overtime compensation required paid authorizes employer carry flexible credit hour program accordance applicable collective bargaining agreement absence agreement agreement employer employee requires employee employer provide monetary compensation end calendar year unused flexible credit hour accrued preceding year requires employer employees day notice discontinuing policy flexible credit hour program prohibits employer intimidating threatening coercing employee order interfere employee right elect elect participate flexible credit hour program work flexible credit hours use refrain accrued flexible credit hours makes employer violates requirements liable affected employee compensation rate hour unused compensatory time unused flexible credit hour accrued plus equal liquidated damages prescribes certain employee protections unused compensatory time unused flexible credit hours bankruptcy proceeding directs comptroller_general gao report congress years extent employers provide compensatory time flexible credit hours employees opt receive number complaints filed employee secretary labor alleging violation requirements enforcement actions commenced secretary behalf aggrieved employee disposition complaints actions unpaid wages damages penalties injunctive relief remedies sought secretary connection actions


Summary:
Payroll Fraud Prevention Act of 2013- Amends the Fair Labor Standards Act of 1938 (FLSA) to require every person (including every employer and enterprise) that employs an employee or non-employee who performs labor or services, including through an entity such as a trust, estate, partnership, association, company, or corporation, to: (1) classify such individuals accurately as employees or non-employees; and (2) notify each new employee and new non-employee of his or her classification as an employee or non-employee, together with information concerning their legal rights.

Makes it unlawful for any person to: (1) discharge or otherwise discriminate against an individual (including an employee) who has opposed any practice, or filed a complaint or instituted any proceeding related to this Act, including with respect to an individual's status as an employee or non-employee; and (2) wrongly classify an employee as a non-employee.

Doubles the amount of liquidated damages for maximum hours, minimum wage, and notice of classification violations by an employer. Subjects a person who: (1) violates such requirements (including recordkeeping requirements) to a civil penalty of up to $1,100; or (2) repeatedly or willfully violates such requirements to a civil penalty of up to $5,000 for each violation.

Directs the Secretary of Labor to establish a single webpage on the Department of Labor website that summarizes the rights of employees and non-employees under the FLSA and this Act.

Amends the Social Security Act to require, as a condition for a federal grant for the administration of state unemployment compensation, for the state's unemployment compensation law to include a provision for: (1) auditing programs that identify employers that have not registered under the state law or that are paying unreported compensation where the effect is to exclude employees from unemployment compensation coverage, and (2) establishing administrative penalties for misclassifying employees or paying unreported unemployment compensation to employees.

Requires any office, administration, or division of the Department of Labor to report any misclassification of an employee by a person subject to the FLSA that it discovers to the Department's Wage and Hour Division (WHD). Authorizes the WHD to report such information to the Internal Revenue Service (IRS).


Summary:
Minimum Wage Fairness Act - Amends the Fair Labor Standards Act of 1938 (FLSA) to increase the federal minimum wage for employees to: (1) $8.20 an hour beginning on the first day of the sixth month after the enactment of this Act, (2) $9.15 an hour beginning one year after the date of such initial increase, (3) $10.10 an hour beginning two years after such date, and (4) the amount determined by the Secretary of Labor (based on increases in the Consumer Price Index) beginning three years after such date and annually thereafter.

Increases the federal minimum wage for tipped employees to $3.00 an hour for one year beginning on the first day of the sixth month after the enactment of this Act. Provides a formula for subsequent annual adjustments of the minimum wage for tipped employees until it equals 70% of the wage in effect under FLSA for other employees.

Directs the Secretary of Labor, 60 days before any increase in the minimum wage, to publish it in the Federal Register and on the Department of Labor's website.

Amends the Internal Revenue Code to extend through taxable years beginning before 2017: (1) the increase to $500,000 of the expensing allowance for business assets, including computer software; and (2) the treatment of qualified real property (i.e., leasehold improvement property, restaurant property, and retail improvement property) as depreciable business property.

minimum wage fairness act_-_amends fair labor standards act flsa increase federal minimum wage employees hour beginning day sixth month enactment act hour beginning year date initial increase hour beginning years date determined secretary labor based increases consumer price index beginning years date annually increases federal minimum wage employees hour year beginning day sixth month enactment act provides formula subsequent annual adjustments minimum wage employees equals wage effect flsa employees directs secretary labor days increase minimum wage publish federal_register department_of_labor website amends_the_internal_revenue_code extend taxable years beginning increase expensing allowance business assets including computer software treatment qualified real property leasehold improvement property restaurant property retail improvement property depreciable business property


Summary: End Pay Discrimination Through Information Act - Amends the Fair Labor Standards Act of 1938 to revise the prohibition against employer retaliation for employee complaints. Prohibits retaliation for inquiring about, discussing, or disclosing the wages of the employee or another employee in response to a sex discrimination complaint or charge, or in furtherance of a sex discrimination investigation, proceeding, hearing, or action, including an investigation conducted by the employer.

end pay discrimination information act_-_amends fair labor standards act revise prohibition employer retaliation employee complaints prohibits retaliation inquiring discussing disclosing wages employee employee response sex discrimination complaint charge furtherance sex discrimination investigation proceeding hearing action including investigation conducted employer


Summary:
Restoring Overtime Pay for Working Americans Act - Amends the Fair Labor Standards Act of 1938 (FLSA) to establish salary thresholds for the exemption of executive, administrative, and professional employees from federal minimum wage and maximum hour requirements (allowing these individuals to receive overtime pay.)

Establishes salary thresholds also for exemption of highly compensated employees from these FLSA requirements, if the Secretary of Labor determines such employees may be exempted.

Prescribes a fine for any employer who repeatedly or willfully violates the FLSA requirement to make, keep, and preserve records of employees and their wages, hours, and other conditions and practices of employment.

restoring overtime pay working americans act_-_amends fair labor standards act flsa establish salary thresholds exemption executive administrative professional employees federal minimum wage maximum hour requirements allowing individuals receive overtime pay establishes salary thresholds exemption highly compensated employees flsa requirements secretary labor determines employees exempted prescribes fine employer repeatedly willfully violates flsa requirement preserve records employees wages hours conditions practices employment


Summary:
Davis-Bacon Repeal Act - Repeals the Davis-Bacon Act (which requires that the locally prevailing wage rate be paid to various classes of laborers and mechanics working under federally-financed or federally-assisted contracts for construction, alteration, and repair of public buildings or public works).

States that references in any law to a wage requirement of the Davis-Bacon Act after enactment of this Act shall be null and void.

davis bacon repeal act repeals davis-bacon_act requires locally prevailing wage rate paid classes laborers mechanics working federally financed federally assisted contracts construction alteration repair public buildings public works states references law wage requirement davis-bacon_act enactment act shall null void


Summary:
Protecting American Jobs Act - Amends the National Labor Relations Act to repeal the authority of the General Counsel of the National Labor Relations Board (NLRB) to issue, and prosecute before the Board, complaints with respect to unfair labor practices.

Repeals the prohibition against: (1) review of an administrative law judge's report by any person other than a Board member or legal assistant; and (2) advice to or consultation with the Board by an administrative law judge with respect to exceptions taken to his or her findings, rulings, or recommendations.

Limits the Board's rulemaking authority to rules concerning the internal functions of the Board. Prohibits the Board from promulgating rules or regulations that affect the substantive or procedural rights of a person, employer, employee, or labor organization, including those concerning unfair labor practices and representation elections.

Revises Board powers to grant it the authority to investigate unfair labor practices, but repeals its power to prevent any person from engaging in them.

Repeals the Board's power to issue a complaint against a person charging an unfair labor practice. Allows an aggrieved person to bring a civil action for relief (including an injunction) in U.S. district court or the U.S. District Court for the District of Columbia in cases where it appears that a person has engaged, is engaging, or is about to engage in an unfair labor practice.

protecting american jobs_act_-_amends national_labor_relations_act repeal authority general counsel national_labor_relations_board nlrb issue prosecute board complaints respect unfair labor practices repeals prohibition review administrative law judge report person board member legal assistant advice consultation board administrative law judge respect exceptions taken findings rulings recommendations limits board rulemaking authority rules concerning internal functions board prohibits board promulgating rules regulations affect substantive procedural rights person employer employee labor organization including concerning unfair labor practices representation elections revises board powers grant authority investigate unfair labor practices repeals power prevent person engaging repeals board power issue complaint person charging unfair labor practice allows aggrieved person bring civil action relief including injunction district_court district_court district_of_columbia cases appears person engaged engaging engage unfair labor practice


Summary:
Original Living Wage Act of 2015

 Expresses the sense of Congress that: (1) the federal minimum wage should, as a minimum, be adjusted every four years so that a person working for it may earn an annual income at least 15% higher than the federal poverty threshold for a family of four; (2) it should be set at a level high enough to allow two full-time minimum wage workers to earn an income above the national housing wage; and (3) Congress, any of the several states, the District of Columbia, any U.S. territories or possessions, any Indian tribe, or local or state government may establish a higher minimum wage requirement than that established in this Act.

Amends the Fair Labor Standards Act of 1938 to increase the federal minimum wage to at least the amount determined by the Secretary of Labor according to the formula prescribed by this Act beginning September 1, 2015.

Requires the Secretary to determine such minimum wage rate by June 1, 2015, and once every four years thereafter. Prohibits any adjustment if the determination would result in a minimum wage lower than the current one.

Requires the minimum wage so determined to be the minimum hourly wage sufficient for a person working for it 40 hours per week, 52 weeks per year, to earn an annual income 15% higher than the federal poverty threshold for a four-person household, with two children under age 18, and living in the 48 contiguous states, as published for each such year by the Census Bureau.


Summary:
Transitioning to Integrated and Meaningful Employment Act or the TIME Act

Directs the Secretary of Labor to discontinue issuing to any new profit or non-profit or governmental entity special wage certificates (which permit individuals with disabilities, including individuals employed in agriculture, to be paid at lower than minimum wages).

Prescribes requirements for a three-year phase-out of all certificates.

Amends the Fair Labor Standards Act of 1938 to repeal authority and requirements for the issuance of such certificates three years after enactment of this Act. Requires revocation of any certificates remaining at that time.

transitioning integrated meaningful employment act time act directs secretary labor discontinue issuing new profit non profit governmental entity special wage certificates permit individuals disabilities including individuals employed agriculture paid lower minimum wages prescribes requirements year phase certificates amends fair labor standards act repeal authority requirements issuance certificates years enactment act requires revocation certificates remaining time