The status of a graduate assistant must be analyzed based on the 'economic realities' of each individual.
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.
Bravo to Eugene Krabs for bringing the plight of the unpaid intern to the forefront of pop culture. Employees are not allowed to volunteer their time or work for free.Read More
Look for the Court to craft a rule that any gear, whether typically worn as clothing or not, is compensable 'protective gear' if it’s intended use is for protection for the specific needs of the job in question.Read More
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
Treating your employees like tagged wildlife — tracking and recording their every move within the workplace — will create an work environment of distrust and apathy. Instead, you should treat all employees like professionals, and address performance-based issues as they arise.Read More
Tomorrow's July 4th holiday is a paid day off for many American workers. Last year, I wrote a post titled, '8 Things You Need to Know About Holiday Pay.' In light of tomorrow's holiday, I thought it was a good idea to revisit that list.Read More
Last week two former interns sued Condé Nast for unpaid wages. I think it's fair to say that the sun in quickly setting on the use of unpaid internships in corporate America.
Employers owe contractors far fewer obligations than employees. Employers take a risk when they classify someone performing services for them as an independent contractor instead of an employee. Read More
Yes, we have a wage-and-hour problem in this country. Wage-and-hour non-compliance, however, is a sin of omission, not a sin of commission. Employers aren't intentionally stealing; they just don't know any better.Read More