The first minimum wage law covered women and children dated back to 1912. During the U.S. Supreme Court case of Adkins v. Children’s Hospital in 1923, the “minimum wage law violated the right of contract under the due process clause of the Fifth Amendment” (Thies, 1991 para. 1). The Fair Labor Standards Act of 1938 provided the legal minimum wage standards and the first wage was 25 cents per hour as of October 24, 1938 (Douty, 1967). Additionally, this act’s intention was to transfer employment from children to jobless adults (Kocin, 1967). It is amazing that the first minimum wage only allowed certain groups of employees to receive the hourly minimum rate and was focused on interstate commerce. For example, in 1967 the large farm employees were established at $1 per hour and prior to this, there was no standard. This was directly responsible because of the amendments to the Fair Labor Standard...
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... positive and negative reasons why individuals either support or not support the massive wage increase. Part of the organization strategic planning should involve future wage increase guidance to ensure all employees are treated fairly. Additionally, employers must focus on employee’s processes to see where costs can be cut such as automating ordering processing. These considerations are imperative because some situations, increasing prices of goods and services will not have the desire outcome the organization is expecting. In general, customers will only pay a certain amount before contemplating a different organization to provide the goods or services that are required. All aspects within the organization should be evaluated every few years because this would provide understanding if processes should be change to confirm the business is running efficiently.
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