【正文】 w besides the stipulation every week the standard operating time are 40 hours, (is equal to the overtime in our country labor law extension operating time) the upper limit does not have the rigid stipulation. But moves to which belongs to “the work”, should include the operating time, then has the quite detailed stipulation. First, only then the employer requests by no means the work is goes to work, the employer permits the work is also the operating time. For example, staff when one day of conclusion, for has pleted the work or corrects a mistake, belongs to the work, must pay the wages。 Because the job requirement must wait for the time is also the operating time。 The duration of work short time39。s rest must be the operating time。 The duty does not surpass 24 hour staff, even if onduty period may sleep or make the private affair, must according to the operating time treatment。 The duty surpasses 24 hour staff, if may enjoy the bed which the fixed sack time and the employer provide, rests night of sleep, but is not broken, moreover the staff agreed that then may eliminate the sack time from the operating time rock row. The US federal law stipulated that every employer (each working week has in each working week 168 hours, or 7 24 hour time sections) work continuously surpass for 40 hours, the employer must to surpass 40 hour operating time payment to be equal to normal wage andahalf times of overtime pays。 The working week not necessarily must with the calendar week superposition, but is may in one week in any daylong any time start。 May set up the different working week for the different staff。 Does not permit two or two above week operating time averages. The overtime pay must by the wages form payment, but cannot the generation or rests but actually by the material object way. As for staff whether doesn39。t change the overtime pay in the weekend or holiday working overtime the amount. The employer cannot use the disposable reward which pays regarding overtime39。s work to replace the overtime pay, even if this kind of disposable disbursement39。s amount presses the hour payment the overtime pay also to be bigger. For example, some staff works overtime on Sunday, the employer cannot calculate the overtime pay to its disposable payment39。s 90 US dollars, although this staff39。s standard wage is each hour 6 US dollars, and this staff never surpasses on Sunday39。s operating time for 10 hours. Similarly, if has an agreement to stipulate that every day works for 6 hours, each hourly wage 9 US dollars, but regardless of some work has in fact used how many overtime, all 54 US dollars must regard as staff39。s standard wages. In the minimum wage and in the overtime pay stipulation, the American law pares with the Chinese law has three significant differences. First, the American law has not limited to the overtime。 But the Chinese law stipulated that besides the indefinite tense working system, the staff 1 month overtime do not surpass for 36 hours. Second, American synthesis manhour of putation system stipulation. Third, if the American employers regard as some staff may from the federal wages, the manhour of law exemption, according to this may handle first, but does not need to obtain labor bureau39。s authorization ahead of time, but if afterward in work dispute39。s lawsuit or Labor department (including federal Labor Department with various states department of labor) in the investigation the staff was recognized that for does not belong to this exemption, then hires mainly makes to the staff pensates and accepts the administrative sanctions。 In China, the Employer implements the nonstandard labor tense to need to apply for and to obtain the authorization beforehand to be only then good.附錄B外文翻譯： 工資、工時法的執(zhí)法制度與被侵害勞動者的救濟(jì)根據(jù)Flsa第11 條（ａ）款，勞工部工資及工時司有權(quán)就某一雇主執(zhí)行聯(lián)邦工資、工時法（包括是否和如何使用童工）的情況進(jìn)行調(diào)查，并可以進(jìn)行突然襲擊式的檢查，雖然這種情況并不十分普遍。該機(jī)構(gòu)還有權(quán)直接向企業(yè)要求提供有關(guān)勞動法執(zhí)行情況的信息和數(shù)據(jù)，工資、工時方面的各種記錄，有權(quán)直接找職工談話。如果這種調(diào)查的起因是職工的舉報，政府會對舉報人的姓名和身份加以保密。如果檢查結(jié)果發(fā)現(xiàn)企業(yè)有違反勞動法的用工行為，勞動監(jiān)察人員會要求企業(yè)進(jìn)行整改，包括支付欠薪。除勞動監(jiān)察外，勞動者對于工資與工時方面所遭受的侵害還可以根據(jù)Flsa在法院對雇主提出訴訟，勝訴后有權(quán)得到補(bǔ)還欠薪、約定賠償、律師費(fèi)及訴訟費(fèi)用等賠償。勞工部也可以代替勞動者發(fā)起訴訟，要求雇主雙倍賠償欠薪，或要求法院頒發(fā)禁止令禁止雇主非法欠薪。如果雇主違反了禁止童工的規(guī)定，或重復(fù)違反最低工資和加班費(fèi)的規(guī)定，也要承擔(dān)民事責(zé)任。惡意違法者要承擔(dān)刑事責(zé)任。同中國勞動執(zhí)法機(jī)制相比，美國法律的最大特點(diǎn)是聯(lián)邦勞工部可以直接執(zhí)法，進(jìn)行勞動監(jiān)察以及行政查處，而不需要通過地方政府。這樣勞動者可以根據(jù)自己訴求所依據(jù)的是聯(lián)邦法律還是州法律而在聯(lián)邦勞工部與州勞動局之間選擇。 結(jié) 束 語本論文在陳慧老師的悉心指導(dǎo)和嚴(yán)格要求下業(yè)已完成，從課題選擇、方案論證到具體設(shè)計和調(diào)試，無不凝聚著陳老師的心血和汗水，在四年的本科學(xué)習(xí)和生活期間，也始終感受著導(dǎo)師的精心指導(dǎo)和無私的關(guān)懷，我受益匪淺。在此向陳老師表示深深的感謝和崇高的敬意。 不積跬步何以至千里，本設(shè)計能夠順利的完成，也歸功于各位任課老師的認(rèn)真負(fù)責(zé)，使我能夠很好的掌握和運(yùn)用專業(yè)知識，并在設(shè)計中得以體現(xiàn)。正是有了他們的悉心幫助和支持，才使我的畢業(yè)論文工作順利完成，在此向北科天院，法律系的全體老師表示由衷的謝意。感謝您們四年來的辛勤栽培。 雖然我的論文作品不是很成熟，還有很多不足之處，但我可以自豪的說，這里面的每一段代碼，都有我的勞動。我相信其中的酸甜苦辣最終都會化為甜美的甘泉。 這次做論文的經(jīng)歷也會使我終身受益，我感受到做論文是要真真正正用心去做的一件事情，是真正的自己學(xué)習(xí)的過程和研究的過程，沒有學(xué)習(xí)就不可能有研究的能力，沒有自己的研究，就不會有所突破，那也就不叫論文了。希望這次的經(jīng)歷能讓我在以后學(xué)習(xí)中激勵我繼續(xù)進(jìn)步。 最后，感謝一路陪我走來的同學(xué)們，四年的朝夕相處，我們一起成長，一同進(jìn)步，在我遇到困難時總有你們的全力相助。我想感謝這四年幫助過我的人們，因?yàn)槟銈?，我的大學(xué)生活才會充實(shí)而快樂。