Employers appear to be wary of the federal guidelines released this month.
Employers, you have a little more than six months to get your wage-and-hour houses in order.
They are still on track to be published this summer with an expected effective date in September.
Equal Pay Day arrives with a survey that may offer a glimmer of hope at closing the wage gap.
Aggregated across all employees, CBS News estimates employers would need to pay an additional $5 billion to cover this added work day.
If this proposal becomes reality, the EEOC must understand that it’s not one size fits all.
Benefit payments made to employees that require the employee to perform work must be included in the regular rate for determining the rate of overtime.
The labor movement is setting up the 2016 election to be a referendum on the American working class and this bill is a symptom of this problem.
As Garcia v. SAR Food of Ohio illustrates, if you fail to pay under these circumstances, you are taking a huge wage-and-hour risk.
Per-meeting fees fade for board members in favor of fixed retainers.