Final answer:
The FLSA does not cover 'Equal pay for equal work' as this falls under the Equal Pay Act and EEOC. It does cover setting minimum hourly wages, prohibiting child labor, and requiring payment of overtime for non-exempt employees but does not mandate overtime for exempt employees.
Step-by-step explanation:
The question pertains to the Fair Labor Standards Act (FLSA) and which of the listed options is not covered by it. The FLSA is a U.S. law that establishes the minimum wage, limits on child labor, and rules requiring payment of overtime pay for non-exempt employees who work more than 40 hours per week. While it covers many aspects of the employment relationship, including setting minimum hourly wages, overtime for non-exempt employees, and regulating the treatment of minors in the work force, it does not directly cover equal pay for equal work, which falls under the Equal Pay Act and is enforced by the Equal Employment Opportunity Commission (EEOC). Public service contracts are also addressed separately by the Service Contract Act. Therefore, the correct answer to the question is that the FLSA does not cover 'Equal pay for equal work' (option b).
Some key components of the FLSA include:
- Setting minimum hourly wages
- Setting maximum hours of work (at least before employers pay overtime rates)
- Prohibiting child labor
- Regulating health and safety conditions in the workplace
It is important to note that overtime for exempt employees (option c) is also not applicable as the FLSA does not require overtime pay for workers classified as exempt. However, the mention of 'exempt EE' in the question might be read as exempt employees, and not equal employment, hence this option could be seen as the correct response if we take equal employment out of the context.