Compensation in the United States is governed by a number of laws that set boundaries for what companies can do. The rules governing equal employment opportunity and the Fair Labor Standards Act (FLSA). In the United States, it is illegal to discriminate on the basis of race, sex, or other protected categories in employment practices, including pay. The 1938 FLSA established the minimum wage, requirements for overtime regulations, and employment of minors. The FLSA establishes periodic minimum wages, of which the latest federal minimum wage is $7.25 per hour as of October 2016, although some exceptions apply for training wages and adherence to state minimum-wage laws. The FLSA also establishes overtime pay for wage earners working over 40 hours per week with detailed computation that includes bonuses and piece-rate payments. These employees are considered nonexempt workers because they are covered under FLSA requirements for overtime pay. Those employees who are not covered are considered exempt employees, usually paid salaries, who are in the executive and other professional white-collar jobs. FLSA rules also govern employment of child labor, outlining details from ages under 14 through 18. Finally, two additional federal laws, the Davis-Bacon Act of 1931 and the Walsh-Healy Public Contracts Act of 1936, govern pay policies of federal contractors. Roll over each iterm to read a specific scenario and drag the items into the appropriate column that best describes them. There are four statements for each category. A. Living wageB. Computer professionals C. Fast-food employee D. Hourly basis E. Salary basis F. Supervisors G. Off the clock H. Higher rates I. Time J. Full-time K. Corporate1. Non-exempt2. Exempt3. Minimum Wage