The Act's major provisions impose certain requirements and
prohibitions on every ``employer'' subject to their terms. The
employment by an ``employer'' of an ``employee'' is, to the extent
specified in the Act, made subject to minimum wage and overtime pay
requirements and to prohibitions against the employment of oppressive
child labor. The Act provides its own definitions of ``employer,''
``employee'' and ``employ,'' under which ``economic reality'' rather
than ``technical concepts'' determines whether there is employment
subject to its terms (Goldberg v. Whitaker House Cooperative, 366 U.S.
28; United States v. Silk, 331 U.S. 704; Rutherford Food Corp. v.
McComb, 331 U.S. 722). An ``employer,'' as defined in section 3(d) of
the Act, ``includes any person acting directly or indirectly in the
interest of an employer in relation to an employee but shall not include
the United States or any State or political subdivision of a State or
any labor organization (other than when acting as an employer), or
anyone acting in the capacity of officer or agent
of such labor organization.'' An ``employee,'' as defined in section
3(e) of the Act, ``includes any individual employed by an employer,''
and ``employ,'' as used in the Act, is defined in section 3(g) to
include ``to suffer or permit to work.'' It should be noted, as
explained in part 791 of this chapter, dealing with joint employment
that in appropriate circumstances two or more employers may be jointly
responsible for compliance with the statutory requirements applicable to
employment of a particular employee. It should also be noted that
``employer,'' ``enterprise,'' and ``establishment'' are not synonymous
terms, as used in the Act. An employer may have an enterprise with more
than one establishment, or he may have more than one enterprise in which
he employs employees within the meaning of the Act. Also, there may be
different employers who employ employees in a particular establishment
or enterprise.
