Before the FLSA and COBRA laws were passed, there were many employers who were taking advantage of their workforce in several ways.
It was not uncommon to call an employee exempt who really did not qualify for an exempt status. The company would do this for the purpose of avoiding overtime pay. At the same time, the same employers were docking their workers if they called out sick or had to take time off for personal or doctor appointments. Essentially the workers were providing many hours of free labor but not being compensated with the ability to call out sick or go to appointments without a financial punishment. The employers practicing this method of supervision were getting the best of both worlds while the employees were getting the worst of both worlds.
Once the FLSA laws went into effect there was an immediate and significant changes across the nation in the way employees were classified from the beginning and this made it a significant change from the way things had been done before the law went into affect.
Today the law is still effective but because of its existence, most companies in the U.S. already comply from the moment the employee is hired therefore the impact is less significant.
The COBRA laws are still every bit as effective today, as they were when first mandated if not more so. This is due to the rising cost of health care and the public mandate to reduce those costs.
If I were to make recommendations to update and improve the laws I would do one thing for each law.
When an employee loses his or her position within a company one of the largest worries that the employee has involve finances. While I understand...
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