If a non-exempt employee works more than 40 hours in a week, you must pay them overtime. Period. No exceptions.Read More
If scholarship athletes are employees, then they are likely owed minimum wage and overtime. This case has huge implications beyond collective bargaining.Read More
The FLSA needs to be scrapped and rebuilt from scratch. Otherwise, a confusing system will be left in place that is unfair to both employers and employees.Read More
Education on the FLSA, not stronger wage-and-hour laws, will help prevent wage theft issues. Read More
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