Under the Act as amended in 1966, an employer may have some
employees subject to its minimum wages, maximum hours, overtime pay,
equal pay, or child labor provisions who would be covered by such
provisions under the prior law even if the amendments had not been
enacted, and other employees whose coverage under such provisions was
provided for the first time by the 1966 amendments. As explained in
subparts B and C such provisions of the amended Act may apply to an
employee by reason of the activities in which he is individually
engaged, or because he is employed in an enterprise whose activities
satisfy the conditions prescribed in the law prior to the amendments. On
the other hand, such provisions of the amended Act may apply to an
employee solely because he is employed in an enterprise whose activities
satisfy only the conditions provided in the Act as it was amended in
1966. Previously covered employment in retail and service enterprise is
subject to different monetary standards than newly covered employment in
such enterprises until February 1, 1971. On and after that date, every
such employee subject to the minimum wage provisions will be entitled to
not less than $1.60 an hour. However, beginning February 1, 1969, every
such employee subject to the overtime provisions is entitled to overtime
pay for all hours worked in excess of 40 in a workweek at a rate not
less than one and one-half times his regular rate of pay. During the
period for which different minimum wage provisions were made applicable,
beginning with the effective date of the 1966 amendments on February 1,
1967, and ending on January 31, 1971, a lower minimum wage rate is
authorized for employees in employment brought under the minimum wage
provisions of the Act for the first time by the amendments than for
those subject to the minimum wage provisions under the prior Act. Also,
in the period beginning with the effective date of the amendments and
ending on January 31, 1969, employees in employment brought under the
overtime pay provisions for the first time by the amendments could be
employed for a longer workweek without overtime pay, as specified in the
Act. Accordingly, employers who do not wish to pay aIl covered employees
for employment during such periods the minimum wages and overtime pay
required for employment covered under the prior provisions will need to
identify those employees who are covered under the prior provisions and
those who are covered under the new provisions when wages are computed
and paid under the Act.
