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
United Auto Workers wants to eliminate the wage system that pays less-tenured workers at a significantly reduced rate for the same work, but challenges abound.Read More
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.