Practical HR Tips, News & Advice. Updated Daily.
Employers may face legal and morale problems regardless of how they decide to respond to the injunction temporarily blocking the Fair Labor Standards Act’s (FLSA) new overtime rule, says one expert.
Payments provided to employees for food—as long as they are reasonable and for the employer’s benefit—do not need to be counted as wages when calculating overtime, a federal appeals court has ruled.
Question: We are an airline carrier covered under Title II of the Railway Labor Act. Are all of our employees exempt from FLSA? Or only certain employees performing non-exempt work? We have several exempt employees well below the $47,476 threshold set to take effect December 1. Do we have to pay them according to the […]
Question: Can we require employees to be at work 15 minutes prior to their normal scheduled start time to ensure they are at and prepared to work when scheduled, while also avoid paying overtime?
by Steven L. Brenneman Employers with workers who earn tips have long struggled with adhering to special rules for tipped employees, especially when those employees may also perform duties that don’t produce tips. A recent decision by the U.S. 7th Circuit Court of Appeals—which covers Illinois, Indiana, and Wisconsin—provides some much needed clarity and comfort […]
by Matthew A. Goodin, Epstein Becker & Green, P.C. Both federal and state law requires employers to pay employees overtime. However, the laws are very different, and each contains many exemptions. Some of the more common exemptions, such as those for professional, administrative, or executive employees, are similar under both laws. But even then, there […]
A federal district court temporarily blocked the U.S. Department of Labor’s (DOL) overtime rule November 22, just days before it was scheduled to take effect. The judge who issued the order called the regulation “unlawful” and said such actions should be left to Congress.
A recent judgment offers a lesson in responding to discrimination claims. According to the U.S. Equal Employment Opportunity Commission (EEOC), an employer has been ordered to pay $37,500 in damages for filing suit against an employee because she filed an equal pay charge.
by Marylou Fabbo, JD of Skoler, Abbott & Presser, P.C. Most employers take their obligation to properly pay their employees seriously. After all, under state and federal wage laws, an employer could be required to pay up to triple damages for wage violations. If you need additional urging to take a look at your wage […]
Question: Can a company pay a restaurant manager commission only on sales (3%) instead of paying them the new salary rate based on the new DOL overtime regulations for December 1?