Labor rights issues that often arise in the real estate and rental sector
There were approximately 303,900 property, real estate and community associate management positions in the United States in 2012, according to the Bureau of Labor Statics. Moreover, there were 466,100 real estate broker and sales agent jobs in the housing sector.
Depending on the position and the condition of the real estate or rental market, these employees can be highly paid. In 2012, the median was over $51,000 per year for real estate and community associate management workers, and $42,680 annually for those with real estate and sales agent jobs. Despite the fact that these highly paid positions exceed the Fair Labor Standards Act (FLSA) expectations for minimum wage, there are still certain circumstances in which these agencies run into problems complying with labor rights.
According to the Department of Labor's Wage and Hour Division, investigations often reveal circumstances in which employers are charging employees for lodging, meals and other facilities when these benefits are supposed to be included in their compensation. Moreover, the FLSA prevents employers from charging employees full retail price for those benefits. Instead, employees should only pay the actual cost of the items that are being offered by employers.
If employers are not complying with these standards, they can update their payroll processing practices to reflect those that adhere to federal labor laws.
Depending on the position and the condition of the real estate or rental market, these employees can be highly paid. In 2012, the median was over $51,000 per year for real estate and community associate management workers, and $42,680 annually for those with real estate and sales agent jobs. Despite the fact that these highly paid positions exceed the Fair Labor Standards Act (FLSA) expectations for minimum wage, there are still certain circumstances in which these agencies run into problems complying with labor rights.
According to the Department of Labor's Wage and Hour Division, investigations often reveal circumstances in which employers are charging employees for lodging, meals and other facilities when these benefits are supposed to be included in their compensation. Moreover, the FLSA prevents employers from charging employees full retail price for those benefits. Instead, employees should only pay the actual cost of the items that are being offered by employers.
If employers are not complying with these standards, they can update their payroll processing practices to reflect those that adhere to federal labor laws.
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