homeworkers meaning

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Definition of homeworker noun from the Oxford Advanced Learner's Dictionary

• Few homeworkers doing piecework in manufacturing enjoy employee status.

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Other forms: homeworks

Any assignment you're expected to complete after school and bring back to class the next day is called homework . Many students make up excuses for not having their homework done. The "My dog ate my homework " excuse doesn't work so well in the digital age.

High school students typically have a lot of homework most days, and often that's true for younger students as well. In college, an increasing amount of school work is done outside of class, as homework (even if you do it in the library, a cafe, or a dorm). Homework originally referred to any work done at home, including cooking and cleaning. The first example of the "school work" meaning dates from the late 1880s.

• noun preparatory school work done outside school (especially at home) synonyms: prep , preparation see more see less type of: school assignment , schoolwork a school task performed by a student to satisfy the teacher

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Homeworkers

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Homeworkers are employees who do paid work out of their own homes for an employer (for example, online research, preparing food for resale, sewing, telephone soliciting, manufacturing, word processing).

Independent contractors are not homeworkers under the Employment Standards Act ( ESA ).

The difference between homeworkers and domestic workers

Homeworkers are not the same as domestic workers.

Homeworkers do paid work out of their own homes for an employer.

Domestic workers work in a private home directly for the person who owns or rents the home. They do things such as housekeeping and cooking, or provide care, supervision or personal assistance to children or people who are elderly, ill or disabled.

For example, employees who prepare food at home for resale by their employer are homeworkers, but employees who prepare food in a private residence for the people living there to eat are domestic workers.

Rights under the ESA

Homeworkers are eligible for:

• minimum wage
• regular payment of wages (wages are paid on a recurring pay period on a recurring pay day, and written wage statements are provided for each pay)
• wages are paid on a recurring pay period on a recurring pay day, and
• written wage statements are provided for each pay
• written job details
• hours of work protections (for example, maximum hours of work, and daily and weekly/bi-weekly rest periods)
• overtime pay
• vacation with pay
• public holidays
• pregnancy and parental leave
• family responsibility leave
• bereavement leave
• family caregiver leave
• family medical leave
• critical illness leave
• organ donor leave
• reservist leave
• crime-related child disappearance leave
• child death leave
• domestic or sexual violence leave
• notice of termination
• notice of termination of assignment (applies to assignment employees of a temporary help agency)
• severance pay
• equal pay for equal work

Employers are required to provide their employees with a copy of the ministry's Employment Standards Poster within 30 days of the date anyone becomes an employee.

If an employee requests a copy of the poster in a language other than English and the ministry has published a version in that language, the employer must provide the translated version in addition to the English copy.

Learn more about special rules or exemptions for homeworkers .

Minimum wage rate

Minimum wage is the lowest hourly wage an employer can pay employees. The general minimum wage rate is $16.55 per hour (as of October 1, 2023).

There is a special minimum wage rate for homeworkers that is higher than the general minimum wage rate. A homeworker is entitled to a minimum wage rate of $18.20 per hour (as of October 1, 2023).

Full-time and part-time homeworkers are entitled to this rate. Students of any age who are employed as homeworkers must also be paid the homeworker's minimum wage.

Calculating minimum wage for homeworkers who are being paid piece-work rate

The amount that a homeworker is paid must be at least equal to minimum wage. Homeworkers who are paid on a piece-work rate (a way of calculating pay that is based on the amount of work an employee completes, and not on the hours worked) can calculate whether they are being paid at least the minimum wage in the following way:

• Take the total amount earned over the pay period and divide it by the number of hours worked in the same period. This is their average hourly rate.
• Compare that average hourly rate to the homeworkers’ minimum wage rate in effect over that same pay period. (If overtime hours were worked, the calculation is more complicated.)

A homeworker received $350 as piece-work pay for the pay period October 4 to October 10, 2023 as payment for 25 hours of work in that pay period. The homeworker received the equivalent of $14 an hour in that pay period, but the homeworkers' minimum wage rate in effect from October 1, 2023 was $18.20.

Based on the homeworkers' minimum wage, the employee should have earned $455.

Result: The employer must therefore pay an additional $105 to the employee ($455 minus $350).

Written job details an employer must give a homeworker

Employers must advise homeworkers in writing of:

• the type of work they are being employed to do
• the amount to be paid for an hour of work in a regular work week if the homeworker is being paid by the number of hours worked
• the amount to be paid for each article or thing manufactured in a regular work week
• the number of articles or things to be completed by a certain date or time if the employer requires a certain number to be completed by a certain date or time
• an explanation of how pay will be determined when the homeworker is being paid on some other basis

Employers must keep detailed records of hours worked, wages and deductions. They must give all employees a written wage statement with each pay that shows the full details of the pay period.

The written wage statement must set out the:

• pay period for which the wages are being paid
• wage rate, if there is one
• gross amount of wages and unless the employee is given the information in some other manner, such as in an employment contract how the gross wages were calculated
• amount and purpose of each deduction from the wages
• net amount of wages

Information and records employers must keep

Employers who employ homeworkers are required to keep a register containing the name, address and wage rate(s) of the homeworker. This must be kept for three years after the homeworker has stopped working for the employer.

In addition, all employers in Ontario, including anyone who employs homeworkers, must keep written records about each person they hire.

Exception for hours of work records

If an employee receives a fixed salary for each pay period, and the salary does not change unless the employee works overtime, the employer is only required to record the:

• employee's hours in excess of those hours in the employee's regular work week, and
• number of hours in excess of eight per day—or in excess of the hours in the employee's regular work day, if that's more than eight hours.

Homeworkers

Industrial workers are those who perform work in or about a home.

1. Concepts

“Employer of homeworkers” – includes any person, natural or artificial who, for his account or benefit, or on behalf of any person residing outside the country, directly or indirectly, or through an employee, agent contractor, sub-contractor or any other person:

1) Delivers, or causes to be delivered, any goods, articles or materials to be processed or fabricated in or about a home and thereafter to be returned or to be disposed of or distributed in accordance with his directions; or

2) Sells any goods, articles or materials to be processed or fabricated in or about a home and then rebuys them after such processing or fabrication, either by himself or through some other person. (Article 153, Ibid .)

“Industrial homeworkers” – refer to workers who:

2) Sells any goods, articles or materials to be processed or fabricated in or about a home and then rebuys them after such processing or fabrication, either by himself or through some other person.

3. Regulation of Industrial Homeworkers

The employment of industrial homeworkers and field personnel shall be regulated by the government through the appropriate regulations issued by the Secretary of Labor and Employment to ensure the general welfare and protection of homeworkers and field personnel and the industries employing them. (Article 151, P.D. 442, Labor Code)

a. Regulations of Secretary of Labor

The regulations or orders to be issued pursuant to this Chapter shall be designed to assure the minimum terms and conditions of employment applicable to the industrial homeworkers or field personnel involved. (Article 152, Ibid .)

⦁ Book IV, Presidential Decree No. 442, a.k.a. Labor Code of the Philippines

Philippine Labor Law Resource & Learning Site

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Meaning of homework in English

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• The kids are busy with their homework.
• My science teacher always sets a lot of homework.
• "Have you got any homework tonight ?" "No."
• I got A minus for my English homework.
• For homework I want you to write a paper on an endangered species .
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homework | Intermediate English

Homework | business english, examples of homework, translations of homework.

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play truant

to be regularly absent from school without permission

It’s not really my thing (How to say you don’t like something)

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WAGE AND HOUR DIVISION

UNITED STATES DEPARTMENT OF LABOR

Fact Sheet #24: Homeworkers Under the Fair Labor Standards Act (FLSA)

Revised July 2008

This fact sheet provides general information concerning the application of the FLSA to homeworkers.

Characteristics

Under the FLSA, industrial homework (as defined in 29 CFR 530.1(d) ) means the production by any person in or about a home, apartment, tenement, or room in a residential establishment, of goods for an employer who suffers or permits such production, regardless of the source (whether obtained from an employer or elsewhere) of the materials used by the homeworker in such production.

The FLSA applies to homeworkers who are covered on an "individual" basis or whose employer is covered on an "enterprise" basis. The enterprise coverage test requires a specified annual dollar volume of business. However, in most instances, a homeworker is covered under the FLSA on the basis of individual coverage (i.e. production of goods for out of state shipment and/or receipt of out of state materials or goods used in the production process).

Requirements

Homework requires certification in only seven specific industries: women's apparel, jewelry manufacturing, knitted outerwear, gloves and mittens, button and buckle manufacturing, handkerchief manufacturing and embroideries. Certification occurs when the employer obtains an employer certificate, or homeworkers obtain individual certification, from the Department's Wage and Hour Division, authorizing such work. Certified employers of homeworkers in these industries will be required to renew their certificate every two years. Employer certification is not available for women's apparel and certain hazardous jewelry manufacturing operations; only individual certification is permitted. Homework under the FLSA is not restricted in any industry other than those listed above. However, all individually covered homework is subject to the FLSA's minimum wage, overtime and recordkeeping requirements.

Homeworker employees must be paid the Federal minimum wage . This rate must be met regardless of whether the worker is paid by time, piece, job, incentive, or any other basis. The cost of tools, tool repair, or other similar requirements, may not be borne by the worker where such cost would reduce the wages paid below the required minimum wage or in any way reduce wages due for overtime hours. Overtime must be paid at one and one-half times the employee's regular rate of pay for each hour worked in excess of 40 hours in any workweek. The regular rate includes all remuneration for employment, such as piece rate earnings and commissions paid. Time and one-half of the average piece rate of pay is to be paid for hours worked over 40 per week, if the average is greater than the employee's regular rate of pay (never less than the required minimum wage ).

Records which must be kept for all employees include: name, social security number, home address and telephone number, date of birth (if under 19 years of age), hours worked each day (including time spent transporting), total hours worked each workweek, basis of pay computations, regular pay, overtime premium pay, total gross pay, deductions (specifying the nature and amount of each), and net pay. All employees who have been hired since November of 1986 must also fill out the I-9 form, required by INS.

When employing homeworkers, a separate homeworker handbook is required. These handbooks are available through Wage and Hour offices. Employers are responsible for insuring that handbooks are completed as required. The handbooks require homeworkers to also list business related expenses, such as equipment and supplies.

In the case of clerical workers who may perform duties at home on only an occasional or sporadic basis, employers are not required to follow homework regulations. However, all hours, including the time worked at home, must be recorded and compensated as required by the FLSA for every employee.

Typical Problems

(1) Employer improperly treats homeworkers as "independent contractors".

(2) Employer fails to maintain required record of hours, production, etc., or fails to instruct the employee to record the required data in the DOL homeworker handbook.

(3) Employer fails to assure that homeworker paid on piece rate basis has earned the minimum wage .

(4) The employer must bear the cost of tools purchased as well as tool maintenance and repair to the extent that these costs cut into the minimum wage or overtime wages required.

(5) Employer fails to count as hours worked preparatory and concluding activities, time spent at the shop, travel time and training time.

(6) Employer fails to ensure proper certification for the restricted industries.

Where to Obtain Additional Information

For additional information, visit our Wage and Hour Division Website: http://www.dol.gov/agencies/whd and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243).

This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.

The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.