There are lots of preliminary of postliminary activities that could be occurring in your workplaces. I am hopeful that this case will provide employers needed guidance on the compensability of these activities.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
Education on the FLSA, not stronger wage-and-hour laws, will help prevent wage theft issues. Read More
In Chicago and across the nation fast-food workers protested on Dec. 5 seeking $15 an hour wages.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
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