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Les Cinémas Composés (better known as LCC) is a U.S. movie theater chain owned and
operated by LCC Theatre Holdings, Inc.* Founded in 1937, LCC has the 6th largest share
of the U.S. market with 103 locations and approximately 2,000 distributors across the
country. Last year's revenues exceeded $750 million for the first time in company history.
The company's headquarters is in Wilmington, DE.
 
You have been hired as the Director of Talent Management for LCC. Your role will oversee
recruitment, selection, placement, and retention for the entire organization. Throughout the
course, your assignments will reflect your role and the work you and your department do to
support your organization's goals.
 
Be sure to watch the Introductory Video for more information and background on LCC.

The most important employment law in the movie theater industry is the Fair Labor Standards
Act (FLSA). (U.S. Department of Labor, 2022) This law sets the standards for wages and
overtime pay and establishes certain employment practices designed to protect employees. It
ensures that all movie theater employees receive at least the minimum wage and overtime pay
for hours worked more than 40 hours per week. Additionally, the FLSA requires employers to
pay employees for any time they spend on-the-job, including time spent traveling between
theaters and time spent on training. (U.S. Department of Labor, 2022)
This ensures that all employees in the movie theater industry are fairly compensated for any time
they spend working. The FLSA is particularly important for lower-level employees in the movie
theater industry, such as ushers and concessionists, who may not receive the same benefits (e.g.
salary, health insurance, etc.) as higher-level employees. (U.S. Department of Labor, 2022) The
FLSA ensures that all employees are paid a fair wage regardless of their position and prevents
employers from taking advantage of their employees.
The Fair Labor Standards Act (FLSA) requires that movie theatre employees be paid a minimum
wage of $7.25 per hour and receive overtime pay for any hours worked over 40 hours a week
(U.S. Department of Labor, 2020). This act also sets standards for hours of work, wages, and
safety. Employees must be paid for any work they have done, even if it is not part of their regular
duties. The Fair Labor Standards Act (FLSA) is a federal law that regulates the payment of
overtime wages to employees in the movie theatre industry. The FLSA requires employers to pay
time-and-a-half (1.5 times the employee's regular rate) for any hours worked beyond 40 in a
workweek. This includes employees who work as ticket-takers, concession workers, ushers, and
other positions at movie theatres (U.S. Department of Labor, 2020). Additionally, employers
must keep records of the hours their employees work and how much they are paid. (U.S.
Department of Labor, 2020)
Unless exempt, employees covered by the Act 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. The movie
theater industry is an essential part of the entertainment industry. By providing job positions for
young adults and teenagers, movie theaters can employ those without much work experience.
The Fair Labor Standards Act (FLSA) is an important resource that helps protect teenagers and
young adults from exploitation through setting standards for how many hours they can work and
the minimum hourly wage they can receive. For example, the FLSA requires that teenagers and
young adults who are under 18 years old can only work a maximum of 3 hours on a school day
and 8 hours on a non-school day (U.S. Department of Labor, 2022).
This ensures that teenagers and young adults are not taking on too much responsibility and
getting overwhelmed with their workload. The FLSA also sets a minimum hourly wage that must
be paid to any employee, regardless of age. This ensures that teenagers and young adults are
earning a fair wage for their work. The FLSA provides a level of protection that is important for
the movie theater industry and helps ensure the rights of those under 18 are being respected. In
conclusion, the movie theater industry provides job positions for teenagers and young adults who
may not have much work experience. The FLSA helps protect these workers by setting standards
for how many hours they can work and the minimum hourly wage they can receive. This is an
important part of the movie theater industry and helps ensure that teenagers and young adults are
not taken advantage of and are receiving fair pay for their work.

Reference
U.S. Department of Labor. (2022). Fair Labor Standards Act (FLSA). Retrieved March 13,
2023, from: https://www.dol.gov/agencies/whd/flsa
U.S. Department of Labor. (2022). Wage and Hour Division (WHD). Retrieved March 13, 2023,
from https://www.dol.gov/whd/overtime_pay.htm.

Reply week 1
Movie theater owners are required to pay their workers overtime if they work more than 40
hours a week. According to the Fair Labor Standards Act (FLSA), employers are legally
obligated to pay overtime to employees who work beyond the standard 40-hour workweek. This
applies to all employees unless the employee is specifically exempted from the overtime
provisions of the FLSA (U.S. Department of Labor, 2019). The FLSA has a variety of
requirements for overtime pay. First, employees must be paid at least one-and-a-half times their
usual rate for any hours worked over 40 in a given week (U.S. Department of Labor, 2019). For
example, if a movie theater employee usually makes $10 an hour, then for any hours worked
over 40 in a given week, the employee must be paid $15 an hour. The FLSA also requires
employers to pay overtime for any hours worked beyond eight hours in a day, or for work
performed on a seventh consecutive day in a workweek (U.S. Department of Labor, 2019). In
addition to the FLSA’s requirements, individual states also have their own laws regarding
overtime pay. Some states have even stricter overtime requirements, such as requiring
employers to pay double time for any overtime hours worked (U.S. Department of Labor, 2019).
Therefore, it is important for movie theater owners to understand the specific laws in their state
to ensure that they comply with all applicable overtime pay regulations. In conclusion, movie
theater owners are legally required to pay their workers overtime if they work more than 40
hours a week. This is mandated by both the FLSA and the state laws in which the theater
operates. It is important that the theater owners understand all applicable laws and regulations,
and ensure that they are in compliance with all overtime pay requirements.
References
U.S. Department of Labor. (2019). Wage and hour division (WHD): Overtime pay. Retrieved
from https://www.dol.gov/agencies/whd/overtime-pay
Dq2
A job analysis for my own job title would involve getting input from my peers and my supervisor.
As a first step, I would use a questionnaire to collect data on the tasks and duties associated
with my job title, as well as the skills and knowledge needed to successfully complete those
tasks. I would also use interviews and observations to further explore my job duties,
responsibilities, and expectations. A job analysis for my job title would involve a few different
steps. First, I would identify key stakeholders to be involved in the process, such as my
supervisor, colleagues, and clients. I would then solicit feedback from these stakeholders on the
duties and responsibilities of my job, using methods such as interviews and surveys. I would
also review existing job descriptions and job postings related to my job title to gain additional
insights. Finally, I would compile all of the information collected into a comprehensive job
analysis report. This process would likely take a few weeks to complete.
I anticipate that this process would take approximately two weeks to gather and analyze the
data.
Reference:
American Psychological Association. (2020). Publication manual of the American Psychological
Association (7th ed.). https://doi.org/10.1037/0000165-000describe a plan to analyze the
assistant manager position , who is involved 1. Identify the stakeholders who are involved in
analyzing the assistant manager position: This could include the current assistant manager, the
manager the assistant manager reports to, HR representatives, and any other individuals or
groups who have an investment in the assistant manager role. 2. Create a set of criteria for the
role: This could include the expected qualifications, duties, and responsibilities of the assistant
manager. 3. Gather data: This could include job postings for similar roles, surveys of current and
former assistant managers, and feedback from the stakeholders. 4. Analyze the data: This could
include comparing the criteria to the data collected, looking for trends, and identifying any areas
of improvement. 5. Create a plan: This plan should include changes or improvements that need
to be made to the role, and any training or development needs of the assistant manager. 6.
Implement the plan: This could include training for the assistant manager, implementing any
changes to the role, and monitoring the assistant manager's performance.

describe a plan to analyze the assistant manager position , who is involved 1. Identify the
stakeholders who are involved in analyzing the assistant manager position: This could include
the current assistant manager, the manager the assistant manager reports to, HR
representatives, and any other individuals or groups who have an investment in the assistant
manager role. 2. Create a set of criteria for the role: This could include the expected
qualifications, duties, and responsibilities of the assistant manager. 3. Gather data: This could
include job postings for similar roles, surveys of current and former assistant managers, and
feedback from the stakeholders. 4. Analyze the data: This could include comparing the criteria
to the data collected, looking for trends, and identifying any areas of improvement. 5. Create a
plan: This plan should include changes or improvements that need to be made to the role, and
any training or development needs of the assistant manager. 6. Implement the plan: This could
include training for the assistant manager, implementing any changes to the role, and
monitoring the assistant manager's performance.