Similarities in duties and pay between exempt and nonexempt workers should signal that exempt status is questionable and further scrutiny of the criteria for exempt status is warranted.
Employers using business models or labor arrangements that could result in joint employment should be cautious.
According to one survey, the FMLA administration is HR’s biggest headache.
Employers must be cautious in dealing with reports of possible FLSA violations.
A collective action of correctional officers alleged that under the FLSA, they should be compensated for the time they cannot leave the prison and must remain in uniform.
The EEOC is focusing on pay inequality as one of its top enforcement priorities, which means you should be focusing on it in your workplace as well.
Under the FLSA, it is the employee’s burden to show that he or she was working during non-working time.
As wage-and-hour lawsuits continue to be the bane of employers, they'll need to go back to the drawing board to limit the costs of these expensive and time-consuming lawsuits.
The company’s sin? It docked its employees for time spent going to the bathroom.
Allen v. City of Chicago still is not a clear win for employers across the board.