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.
Before you send that next email or memo requiring employees’ presence at a charitable event, don’t, unless you want to pay employees for their time.Read More
If you provide them mobile devices, or let employees BYOD and connect them to your network, have a written policy that tells them they are not required to read or reply to emails after hours. Create a culture that lets your employees escape from work while not at work.Read More
'Time-off plans' may be an efficient and economic way to manage employee pay. But how does an employer ensure a plan complies with the Fair Labor Standards Act?Read More
A group of Illinois workers filed suit against Wal-Mart Stores Inc. and two staffing firms — QPS Employment Group Inc. and Labor Ready - Midwest Inc. — claiming they didn't receive pay for all hours worked and didn't receive employment and wage notices as required by law, according to the complaint in the lawsuit.Read More
Before embarking on a campaign to require that your employees sign away their participation in collective actions, you might want to wait for the 6th Circuit to have its say on the issue.Read More
Paychecks and timesheets are neither a ploy nor a tactic. Instead, most employers are well-intentioned but ignorant of the myriad, twisted rules and regulations that govern why, when, to whom, and how much overtime is to be paid.Read More
By the start of 2013, 22 of the 83 assembly plants in North America will operate with three shifts of workers, and nearly half of all vehicles built here will come from a three-shift plant.Read More
The ruling states that under the FLSA, employees are entitled to overtime pay for any hours worked in excess of 40 hours per week. In both cases, plaintiffs had claimed they were misclassified as exempt employees and denied overtime pay.Read More