ou will post a response to three other student threads, with at least 200 words in each reply. Two additional sources beyond required weekly sources must be used in each reply and properly cited. Jazmine he Fair Labor Standards Act of 1938 (FLSA) was developed in response to pressure from industrial workers during the 20th century. One of the last legislations passes as part of F. D. Roosevelt's 'New Deal' that targeted standards health, efficiency, and general well-being of workers established the most fundamental labor protections for American works (England & Alcorn, 2018). FLSA deals with specific compensation issues that cover minimum wage, overtime issues, and child labor rules. The FLSA does not address severance pay, sick leave, vacations, nor holidays (Minimum Wage , 2020).  Minimum Wage The minimum wage "is the lowest hourly rate of pay generally permissible by federal law" (Lussier & Hendon, 2019, p. 398). In the United States, the federal current minimum wage is $7.25 per hour that has been effective since July 24, 2009. Although this is the state's minimum wage, some cities choose to create their minimum, such as Seattle, Washington's minimum is $15 per hour. As much of a blessing, this may sound like it actually causes higher layoffs and cuts back hours for employees (Lussier & Hendon, 2019).  There are two types of paid employees exempt and nonexempt. Employers who fall under exempt do not have to pay their employees the mandated minimum wage. Servers' minimum wage is $2.13 per hour; they make most of their money through tips. They must make the difference of the $7.25 to be at the lowest wage. Servers, they have to earn $5.12 in tips hourly to be at the lowest wage (Lussier & Hendon, 2019). The employer must make sure that their employees can make the remaining of the money in tips. If the servers are not meeting the extra $5.12, then FLSA will force the employer to pay their employees back for the money they lost. Nonexempt employees are your more common employees that get paid $7.25. Failure to comply with FLSA laws will result in monetary penalties and imprisonment (Fair Labor Standards Act (FLSA), 2018).  Overtime             Overtime is "a higher than minimum, federally mandated wage, required for nonexempt employees if they work more than a certain number of hours in a week" (Lussier & Hendon, 2019, p. 401). FLSA requires employers to pay their staff time-and-a-half when working overtime. Both nonexempt and exempt workers are eligible for overtime pay after a 40-hour workweek. Although some departments average their overtime after two weeks, such as medical personnel, because of the number of hours they may work. Additionally, it is up to the employer to add extra benefits such as paid holiday, vacation, or extra pay for working weekends, holidays, or night shifts (Lussier & Hendon, 2019). FLSA does not limit the number of hours an employee should work during the workweek (Fair Labor Standards Act (FLSA), 2018.

1. ou will post a response to three other student threads, with at
least 200 words in each reply. Two additional sources beyond
required weekly sources must be used in each reply and
properly cited.
Jazmine
he Fair Labor Standards Act of 1938 (FLSA) was developed in
response to pressure from industrial workers during the 20th
century. One of the last legislations passes as part of F. D.
Roosevelt's 'New Deal' that targeted standards health,
efficiency, and general well-being of workers established the
most fundamental labor protections for American works
(England & Alcorn, 2018). FLSA deals with specific
compensation issues that cover minimum wage, overtime issues,
and child labor rules. The FLSA does not address severance
pay, sick leave, vacations, nor holidays (Minimum Wage
,
2020).
Minimum Wage
The minimum wage "is the lowest hourly rate of pay generally
permissible by federal law" (Lussier & Hendon, 2019, p. 398).
In the United States, the federal current minimum wage is $7.25
per hour that has been effective since July 24, 2009. Although
this is the state's minimum wage, some cities choose to create
their minimum, such as Seattle, Washington's minimum is $15
per hour. As much of a blessing, this may sound like it actually
causes higher layoffs and cuts back hours for employees
(Lussier & Hendon, 2019).

2. There are two types of paid employees exempt and nonexempt.
Employers who fall under exempt do not have to pay their
employees the mandated minimum wage. Servers' minimum
wage is $2.13 per hour; they make most of their money through
tips. They must make the difference of the $7.25 to be at the
lowest wage. Servers, they have to earn $5.12 in tips hourly to
be at the lowest wage (Lussier & Hendon, 2019). The employer
must make sure that their employees can make the remaining of
the money in tips. If the servers are not meeting the extra $5.12,
then FLSA will force the employer to pay their employees back
for the money they lost. Nonexempt employees are your more
common employees that get paid $7.25. Failure to comply with
FLSA laws will result in monetary penalties and imprisonment
(Fair Labor Standards Act (FLSA), 2018).
Overtime
Overtime is "a higher than minimum, federally
mandated wage, required for nonexempt employees if they work
more than a certain number of hours in a week" (Lussier &
Hendon, 2019, p. 401). FLSA requires employers to pay their
staff time-and-a-half when working overtime. Both nonexempt
and exempt workers are eligible for overtime pay after a 40-
hour workweek. Although some departments average their
overtime after two weeks, such as medical personnel, because of
the number of hours they may work. Additionally, it is up to the
employer to add extra benefits such as paid holiday, vacation,
or extra pay for working weekends, holidays, or night shifts
(Lussier & Hendon, 2019). FLSA does not limit the number of
hours an employee should work during the workweek (Fair
Labor Standards Act (FLSA), 2018).
Child Labor
There are many rules applied to children who work,

3. mainly because of school restrictions. The FLSA protects
children under the age of 18. Youths must provide age
certification to work. Individuals who are found violating child
labor restrictions are subjected to both criminal and civil
penalties. Children who are 14- and 15-year old can only work
18 hours a week while going to school. They are restricted to
three hours a day and can only start working at 7 am and end at
7 pm. When school is out of session, they can only work 40hour
no overtime, 8 hours a day, and start at 7 am ending at 9 pm.
Some jobs are cashiering, bagging and carrying out customers'
orders, clean-up work, etc. (Fair Labor Standards Act (FLSA),
2018).
Children who are 16- and 17-year old are not able to
work in hazardous for youth. These children cannot work in a
coal mine, forest fires, storing explosives, operating bakery
machines, etc. (Fair Labor Standards Act (FLSA), 2018).
Children who are 18 years or older can work regular
employment jobs.
Christian Worldly View
Employees should get paid the proper amount for their work.
This money they receive will pay for their living, children,
health, food, and other resources. "Now to the one who works,
his wages are not counted as a gift but as his due" (
English Standard Version,
2001/2020, Romans 4:4). Employees are not lucky to get paid
well; they work hard to receive money for their hard work.
Additionally, treat your employees justly and fairly. Just
because you pay them their due does not mean you are above
them (
English Standard Version,
2001/2020, Colossians 4:1).
Reference

4. England, K., & Alcorn, C. (2018). Growing care gaps, shrinking
state? Home care workers and the Fair Labor Standards Act.
Cambridge Journal of Regions, Economy and Society
,
11
(3), 443-457.
English Standard Version.
(2020). OpenBible. https://www.openbible.info (Original work
published 2001).
Fair Labor Standards Act (FLSA). (2018).
https://www.employmentlawhandbook.com/federal-employment-
and-labor-laws/flsa/.
Brian
Expectancy Theory is the proposal that individuals will behave
or act in certain ways based on the motivation that a behavior
will produce a desired outcome. This essentially means that a
specific behavior is determined by the resulting outcome
possible from the process. In the world of Human Resources
Management this theory focuses on the aspect that individuals
have certain goals that can be used to motivate them to produce
specific expectations (Luneneburg, 2011). The sequence
associated with this theory is that effort leads to performance,
which leads to a desired outcome and meeting goals. Through
expectancy theory, an employer can come to several
expectations. Those include that positive correlations between
effort and performance exists. A desirable reward comes from
favorable performances, which satisfies significant needs.
Finally, that a drive to satisfy a need is strong enough to

5. confirm efforts put forward (Lussier & Hendon, 2017).
The theory is based on four assumptions created by Vroom in
1964. Those assumptions include that an employee joins an
organization with certain expectations to include experiences,
needs, and motivations. Second, an individual’s behavior is
correlated to their conscious choices. Third, people want
different things from their employer in the areas of salary or job
compensations. Lastly, an employee will choose from various
choices to perfect personal gains. In the world of law
enforcement this theory is very applicable, particularly the
fourth assumption due to the income restrictions associated with
the career (Jerde, 2017). To offset that income restriction, it is
very common to incentivize an officer with benefits such as a
take home vehicle, unlimited overtime, specialty training, and a
unique retirement classification that pays out a higher dividend
(Luneneburg, 2011).
Police departments are in the business of service, but they use
Expectancy Theory very readily. Outside of the typical
application a department often uses an officer’s drive to serve
the surrounding community to ask for a higher output. This
plays on the emotional grounds, which can result in a very
positive correlation or negative one depending upon the quality
of leadership. Leadership in a police department is a vital
choice and one that requires the guidance of God’s word.
Exodus 18:21 of the Holy Bible (English Standard Version) tells
us, “Moreover, look for able men from all the people, men who
fear God, who are trustworthy and hate a bribe, and place such
men over the people as chiefs of thousands, of hundreds, of
fifties, and of tens.” This direction tells us to look for good
people to be in control and lead under God’s direction.
References:
English Standard Version.

6. (2020). OpenBible. https://www.openbible.info (Original work
published 2001).
Jerde, Lyn. “'Wage Compression’ Challenges Sheriff's
Command Staff.”
Wiscnews.com
, WiscNews, 9 Jan. 2017,
www.wiscnews.com/news/local/article_ec60bc87-35ca-58dd-
aa45-7f0c1a915cd1.html.
Luneneburg, Fred. “Expectancy Theory of Motivation:
Motivating by Altering Expectations.”
National Forum
, 2011,
www.nationalforum.com/Electronic%20Journal%20Volumes/Lu
neneburg,%20Fred%20C%20Expectancy%20Theory%20%20Alt
ering%20Expectations%20IJMBA%20V15%20N1%202011.pdf.
Lussier, R. N., & Hendon, J. R. (2017).
Human resource management: Functions, applications, &
skill development
. Thousand Oaks, CA: Sage. ISBN: 9781452290638.
Paul
As this week's post centers around compensation for employees,
I'd like to expand on the definition and adapt that definition into
the field of government employees. The stark difference in
employees cooperate world, and the governmental positions are
drastically different from laws, rules, and procedures that
dictate how employees are compensated. During this post, I will
be identifying the Equity Theory and how it applies towards the
general compensation for non- governmental workers and how it
is limited in the governmental positions. Once again, the world
of fair and equitable treatment through pay or benefits can be

7. manipulated in the civilian job market, but the governmental job
market is drastically limited.
Lussier & Hendon (2018) described the Equity Theory, which is
utilized to motivate employees within an organization as a
theory which states that employees are motivated when they
believe they are being treated equally through performance
measures, compensation, and comprehensive fair treatment
against their fellow peers. This theory lends itself to faults as
the employees' perception of fairness may be motivated by
various items. Even if the motivating items are presented and
given, employees may still not believe they are being treated
fairly. In other words, fairness is in the eye of the beholder,
which leaves the employer to left guessing if production is
being decreased because of disgruntled, unsatisfied employees
who believe they have been mistreated. Huseman et al. (1987)
identified that the employer who utilized this theory
understands that issues of restoring equality may result in over
rewarding or under rewarding individuals to even the perceived
playing field. Furthermore, these researchers found that many
factors depend on the type of organization in which the equity
theory is applied, raising doubt that this theory can be used
within a governmental operation. Researchers found that unions
and restrictions presented by job descriptions especially
involving governmental positions, highly restrict the use of
equity theories for these types of situations (Johnson & Jones-
Johnson, 1991)
The equity theory applies to compensation in a variety
of ways in the private sector. In the private sector, employee
compensation is difficult to determine what is equitable and
what appears fair from each employee to another. This is based
on the employee's perception, and if the manager believed the
employee is being treated fairly compared to coworkers. The
public sector is extremely difficult to evaluate if an employee is
fairly treated and the employee's satisfaction. With unions in

8. place attempting to level the playing field, the governmental
worker is left with under-compensation, most often with no
rewards for above-average performance.
The Equity Theory involving police officers as governmental
employees in no different than other governmental positions.
The officer is often dissatisfied with their positions, and
performance is often unrecognized. Moreover, the managers in
these police departments are tasks with presenting compensation
for subordinates without guidelines or precedents. Thompson
(2009) argued that some form of Equity Theory could be
utilized in policing. These roles have options, changes, and
promotions, which can be used as a reward for job performance
motivation. Additionally, Thompson (2009) identified that these
incentives could work twofold as many times in addition to job
performance, education standards, and officers gaining college
degrees are utilized in a compensation effort many times
through promotion or bureau changed.
Christian View
As Christians, a vital part of our beliefs falls into areas of the
equity theory. As Christians, we believe that good things
happen to people who do good things, and we dedicate our lives
to serving God and all that our Scriptures tell us. Being treated
fairly by others is not always the case, but we, as Christians,
understand that we only need God's acceptance to feel
accomplished and fair happenings in life. Hebrew 6:10 reminds
us this "For God is not unjust so as to overlook your work and
the love that you have shown for his name in serving the saints,
as you still do"(ESV).
Summary
The Equity Theory is a viable resource for understanding
compensation management for many organizations; however, it

9. is limited in the public government sector due to unions,
standardized procedures, standardized workloads, and lack of
performance incentives due to police work nature. The Equality
Theory concepts can help understand that employees must feel
they are being treated equally and that equal treatment is
genuine. Often in police work, the managers generally attempt
to offer fairness, but this often goes by the wayside due to
political pressure and interdepartmental favoritism.
References
(2004).
Holy Bible: English Standard Version
. Amer Bible Society.
Huseman, R. C., Hatfield, J. D., & Miles, E. W. (1987). A new
perspective on equity theory:
The equity sensitivity construct.
Academy of Management Review
,
12
(2),
222–234.
https://doi.org/10.5465/amr.1987.4307799
Johnson, R. W., & Jones- Johnson, G. (1991). The effects of
equity perceptions on union and
company commitment.
Journal of Collective Negotiations in the Public Sector
,
20
(3),

10. 1–1.
https://doi.org/10.2190/qhv3-uax2-2mwj-9fuc
Robert N. Lussier; John R. Hendon. (2018).
Human resource management 3rd edition:
Functions, applications, and skill development
(3rd ed.). Sage Publications, Inc.
Thompson, K. W. (2009). Underemployment perceptions, job
attitudes, and outcomes:
An equity theory perspective.
Academy of Management Proceedings
,
2009
(1),
1–6.
https://doi.org/10.5465/ambpp.2009.44244108
Huseman, R. C., Hatfield, J. D., & Miles, E. W. (1987). A new
perspective on equity theory:
The equity sensitivity construct.
Academy of Management Review
,
12
(2),
222–234.
https://doi.org/10.5465/amr.1987.4307799
Johnson, R. W., & Jones- Johnson, G. (1991). The effects of

11. equity perceptions on union and
company commitment.
Journal of Collective Negotiations in the Public Sector
,
20
(3),
1–1.
https://doi.org/10.2190/qhv3-uax2-2mwj-9fuc
Robert N. Lussier; John R. Hendon. (2018).
Human resource management 3rd edition: Functions,
applications, and skill development
(3rd ed.). Sage Publications, Inc.
Thompson, K. W. (2009). Underemployment perceptions, job
attitudes, and outcomes:
An equity theory perspective.
Academy of Management Proceedings
,
2009
(1),
1–6.
https://doi.org/10.5465/ambpp.2009.44244108