Do not assume that you need not pay overtime to employees who are paid other than hourly.Read More
Most wage and hour mistakes are honest ones born out of a misunderstanding of the law, not a desire to cheat or steal from employees.Read More
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
Limiting discussion of trade secrets and other confidential, proprietary information is fine. Wages and other terms and conditions of employment, however, are off limits.Read More
In light of these historically frigid temperatures, I’m writing about workplace severe-weather policies, including including how to handle issues such as attendance, wage and hour, and telecommuting.Read More
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