If this proposal becomes reality, the EEOC must understand that it’s not one size fits all.
As Garcia v. SAR Food of Ohio illustrates, if you fail to pay under these circumstances, you are taking a huge wage-and-hour risk.
Organizations want to pump up their employees’ personal financial ‘wellness,’ but finding the right fiscal fitness plan has proven elusive.
The status of a graduate assistant must be analyzed based on the 'economic realities' of each individual.
How do you prevent employees from claiming overtime wages for the off-the-clock time they spend receiving, reading, and sending work-related emails? Maybe an email curfew is the answer.
There is a clear advantage to paying your salaried non-exempt employees via the fluctuating workweek. Just make sure you meet the FLSA’s four-pronged test.