Why must an HR manager consider legal compliance when setting worker pay for an organization?

An HR manager must consider legal compliance when setting worker pay for an organization for several reasons:

1. Equal Pay Act: This law requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. It is job content, not job titles, that determines whether jobs are substantially equal.

2. Minimum Wage Laws: The federal minimum wage is the lowest wage per hour that a worker may be paid, as mandated by federal law. The current federal minimum wage is $7.25 per hour. However, many states have their own minimum wage laws. Workers are entitled to the higher of the two minimum wages.

3. Overtime Laws: The Fair Labor Standards Act (FLSA) states that employees must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay.

4. Child Labor Laws: These laws protect people under 18 from working long hours, at night, or in hazardous conditions.

5. Record