Greetings, Linn County Board of Supervisors and alló

All the hoopla about raising the minimum wage is missing a very key and vital element!!  

Where is the constitutional law authorizing anyone to set or raise it as discussed? 

Horn-blowing, red light running Johnson county didnít mention it when supervisors there arbitrarily raised the minimum wage.   Me-too Polk, Wapello and Linn county supervisors havenít mentioned it as they started their horn-blowing, red light running intentions to raise it. 

Please visit website https://www.dol.gov/whd/about/history/whdhist.htm  and study the list of possibly related laws the Gazetteís Jennifer Hemmingsen thoughtfully provided to a smart, curious, thoughtful Cedar Rapids citizen.  Iowalive net workers studied them and found no constitutional authorization for any public officials to arbitrarily set or raise the minimum wage for any group, for any kind of work.   

In fact, any such law would blindly take away the rights of involved workers to work for less than the minimum wage, to get a job at a  covered business!!  

Please tell Iowalive where you found the constitutional law that authorizes you to blindly take such rights away from workers!!!  Show county residents you at least know something about what you are talking about and considering!!    

Below is the historical list of laws, posted on the above website, for you to start with!

If you need more help, suggest you contact the Linn County Attorney or the Iowa Attorney General. 



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1931 Davis-Bacon Act becomes law: signed 3/3/31; effective 3/3/31 (no delay)

1936 Walsh Healey Public Contracts Act becomes law: signed 6/30/36; effective 6/30/36 (no delay)

1938 Fair Labor Standards Act (FLSA) becomes law: signed 6/25/38; effective 10/24/38

1938 Wage and Hour Division created

1941 U.S. Supreme Court upholds the constitutionality of FLSA

1947 Portal-to-Portal Act:(first substantial modification of WH laws) signed 5/14/47; effective 5/14/47

  1. compensable work time
  2. "good faith defense"
  3. statute of limitations established

1949 FLSA Amendments

  1. changes in OT
  2. definition of "regular rate"
  3. re-definition of "produced"
  4. raised MW from 40 cents to 75 cents per hour
  5. extended child labor coverage
  6. addition of new exemptions

1955 FLSA Amendments

  1. MW increased from 75 cents to $1.00 per hour

1961 FLSA Amendments

  1. enterprise coverage
  2. increase in MW from $1.00 to $1.25 per hour in stages
  3. definition of "Wage"
  4. WH given authority in Sec 17 to sue for BW for employees

1962 Contract Work Hours Standards Act becomes law: signed 8/13/62; effective 8/13/62 (no delay)

1963 Equal Pay Act (EP) becomes law: signed 6/10/63; effective 6/10/64

1965 McNamara - O'Hara Service Contract Act becomes law: signed 10/22/65; effective 1/22/66

1966 FLSA Amendments

  1. expansion of coverage
  2. MW for some farm workers
  3. increase in MW to $1.60 in stages
  4. State and local government employees covered for the first time

1967 Age Discrimination in Employment Act (ADEA) becomes law: signed 12/15/67; effective 6/15/68

1970 The Federal garnishment law - Title III of the Consumer Credit Protection Act becomes law: signed 5/29/68; effective 7/1/70

1972 Amendments to Higher Education Act of 1965

  1. FLSA coverage extended to preschools
  2. EP protection extended to 13(a)(1) exempt employees

1973 FLCRA enforcement and administration transferred to WH

1974 FLSA Amendments

  1. expansion of coverage to include other State and local government employees
  2. domestic workers covered
  3. increase in MW to $2.30 in stages

1976 National League of Cities (NLOC) vs Usery: MW and OT provisions of FLSA not applicable to "traditional activities" of State and local governments

1977 FLSA Amendments

  1. increase in MW in yearly increments thru 1981 to $3.35
  2. changes involving tipped employees and tip credit
  3. ADV required for enterprise coverage of retail and service enterprises increased
  4. 13(c) amended to permit waiver applications for 10 and 11 year-old agricultural hand harvesters of short season crops
  5. 16(b) expanded to include Employee right to sue for 15 (a)(3) actions
  6. 13(b)(8) partial OT exemption for certain hotel, motel and restaurant employees repealed in stages

1979 Enforcement of EP and ADEA transferred to EEOC on July 1, 1979, as part of presidential reorganization

1983 MSPA becomes law: signed 1/14/83; effective 4/14/83

1985 Garcia vs San Antonio Metropolitan Transit Authority (SAMTA); Overturned National League of Cities (NLOC)

1985-FLSA Amendments: signed November 13, 1985; effective April 15, 1986

  1. State and local government employees
  2. compensatory time off

1986-Department of Defense Authorization Act of 1986: signed November 8, 1985; effective January 1, 1986

  1. repealed the eight-hour daily overtime requirements on all Federal contracts

1986 FLSA Amendments

  1. FLSA section 14
  2. eliminated different programs under section 14; one certificate for all programs under section 14
  3. appeals procedure - clients may ask for review of wage rates by ALJ subject to review by DOL

1987 Immigration Reform and Control Act: signed 11/6/86; effective 11/7/86

  1. requires employers to verify newly hired worker's employment eligibility
  2. employers must maintain I-9 eligibility form
  3. H-2A temporary alien workers
  4. reportable alien agricultural workers

1988 Employee Polygraph Protection Act; signed 6/27/88; effective 12/27/88

  1. prohibits administration of lie detector test in private sector
  2. Federal, State and local government employers are excluded
  3. exemptions

1989 FLSA Amendments

  1. increase in MW to $4.25 in stages
  2. increase in ADV for enterprise coverage
  3. no distinction between retail and non-retail
  4. construction and laundry/dry cleaning no longer named enterprises
  5. changes in tip credit
  6. training wage - 85% of MW
  7. remedial education
  8. CMPs for willful or repeated MW or OT violations

1993 Family And Medical Leave Act; signed 2/5/93; effective 8/5/93

  1. eligible employees entitled to up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons
  2. advance notice and medical certification
  3. job benefits maintenance and job restoration protection
  4. employer/employee obligations
  5. "key" employees

2009 Dissolution of the Employment Standards Administration