The Fair Labor Standards Act (FLSA) includes numerous provisions that extend beyond that basic employee right.

Human resources professionals have a rocky road ahead, as a number of big changes are slated to take effect in workplaces across America.

To be on the safe side, employers should pay their employees minimum wage for all of their time and attendance unless there are specific reasons not to.

Employees might agree, especially if they receive a competitive salary for their time and attendance.

Unpaid internships may be all the rage in today's economy, but apprenticeships were popular not too long ago and are still a viable way for individuals to gain valuable on-the-job experience in professional fields.

Staff members who qualify for certain exceptions don't have receive minimum wage for all of their time and attendance or overtime (mostly because their salaries more than make up for these).

Employees in the United States are supposed to benefit from a better work-life balance as the result of the Family Medical and Leave Act, which allows qualifying employees to take off up to 12 weeks of work a year without putting their positions in jeopardy.

Thanks to new technology and analytics capabilities, HR professionals don't have to spend as much time monitoring and tracking employee attendance, but they must now use the information in their databases to discover valuable insights about absenteeism triggers, successful engagement strategies and better recruiting criteria.

The Fair Labor Standards Act (FLSA) was established in part to ensure employers didn't take advantage of youth employees.