Johnson v. NCAA tests whether athletes meet criteria for employee status under which act?

Johnson v. NCAA tests whether athletes meet criteria for employee status under which act?

• A. Fair Labor Standards Act
• B. Civil Rights Act
• C. Occupational Safety Act
• D. National Labor Relations Act

Answer: (A)

The key idea here is which statute governs whether someone is considered an employee for wage-and-hour purposes. The Fair Labor Standards Act defines who counts as an employee and sets rules for minimum wage and overtime pay. In Johnson v. NCAA, the question centers on whether student-athletes meet those employee criteria, so the FLSA provides the appropriate framework to analyze their status. The Civil Rights Act deals with discrimination, the Occupational Safety and Health Act focuses on workplace safety, and the National Labor Relations Act covers unions and collective bargaining—none of them establish the wage-and-hour employee status framework relevant to this question. That’s why the Fair Labor Standards Act is the best answer.

The key idea here is which statute governs whether someone is considered an employee for wage-and-hour purposes. The Fair Labor Standards Act defines who counts as an employee and sets rules for minimum wage and overtime pay. In Johnson v. NCAA, the question centers on whether student-athletes meet those employee criteria, so the FLSA provides the appropriate framework to analyze their status. The Civil Rights Act deals with discrimination, the Occupational Safety and Health Act focuses on workplace safety, and the National Labor Relations Act covers unions and collective bargaining—none of them establish the wage-and-hour employee status framework relevant to this question. That’s why the Fair Labor Standards Act is the best answer.