Free Paper Sample on Missouri Human Rights Act vs Fair Standard Act

Differences have always existed between laws and policy acts. Even though they may be purposed to serve the same people of America, the difference may be on how they operate or how they function as much as people are considered. The Missouri Human Rights Act is an act that prohibits discrimination in housing, employment, and in public places (Henrion, 2016). In contrast, Fair Standard Act establishes minimum wage overtime pay, record keeping, and youth employment standards that affect employees in the private sector (Mayer et al., 2013). The difference between these two acts or policies is found in their functions as one prohibits discrimination. Another one establishes the minimum wage. They all protect human beings to make their lives better. It appears like the Human Rights Act goes against discrimination and Fair Labor Standards advocates for equality.

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The second difference would be between the Family Medical Leave Act (FMLA) and Americans with Disability Act (ADA). Family Leave Act protects certain individuals who are employees by providing them with up to twelve unpaid weeks and job-protected leave (Case & Newquist 2019). In contrast, Americans with Disability Act protects or prohibits discrimination of disabled people (Keenan et al., 2019). ADA protects people in several areas of operations like transportation and employment, while FMLA only protects the employees to attain better services they need.

The Americans with Disability Act protect the disabled to be precise, but Family Medical leave protects only employees who want to have a leave. Another important thing that forms the difference is the frequency of application. ADA act is always applicable to protecting people with disabilities, while the FMLA act only protects those employees in a time of a need like leave (Case & Newquist 2019). It has a different time frame application that tells the difference between these acts. The places at which the application is formed is also a difference. FMLA is applicable in all public agencies, public and private sectors, elementary and secondary schools, and in companies with more employees (Keenan et al., 2019). In contrast, ADA serves in public accommodation, transportation, and communication and access to state program services.

References

Case, J. J., & Newquist, J. (2019). Family Medical Leave Act: The Impacts on Family Relationships. https://scholarworks.sfasu.edu/shsrs/2019/poster/5/

Henrion, E. (2016). What's Missing: Addressing the Inadequate LGBT Protections in the Missouri Human Rights Act. Mo. L. REv., 81, 1173. https://scholarship.law.missouri.edu/cgi/viewcontent.cgi?article=4244&context=mlr

Keenan, W. R., Madaus, J. W., Lombardi, A. R., & Dukes III, L. L. (2019). Impact of the Americans with Disabilities Act Amendments Act on documentation for students with disabilities in transition to college: Implications for practitioners. Career Development and Transition for Exceptional Individuals, 42(1), 56-63. https://journals.sagepub.com/doi/full/10.1177/2165143418809691

Mayer, G., Collins, B., & Bradley, D. H. (2013). The Fair Labor Standards Act (FLSA): An Overview. https://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=2171&context=key_workplace