Whether that minimum salary is $455 or $679 per week, if you vest your exempt employees with the level of discretion to meet the duties test, you should already be paying them enough to meet the Whether that minimum salary is $455 or $679 per week, if you vest your exempt employees with the level of discretion to meet the duties test, you should already be paying them enough to meet the salary test, too., too.
Employers, if you have made salary discussion ban statements to your employees in the past, stop. It’s as easy of an unfair labor practice into which you can stumble.
Some 45 percent of workers in a new Korn Ferry survey are fine with a new job title sans a raise.
Off-the-clock pre-shift and post-shift cases are difficult, expensive and risky. If you lose, you’re not just paying your lawyer, but also the plaintiffs’ lawyer.
Gender pay equity is an issue that workers today care deeply about. Organizations can actively pursue this equity as they pursue the top talent they want.
With the famed clinic raising its minimum wage, you will have to do the same. Or you will if you want to attract and retain quality employees.
Generally speaking, it violates the Fair Labor Standards Act to take a deduction from the salary of an exempt employee.
Employers should re-evaluate their time-keeping policies and procedures to assure accurate employee compensation when performing job duties.
Salary-increase budgets have been flat despite how concerned most companies are about attracting and retaining employees in a high competition environment.
When considering whether you are paying your employees correctly, the main consideration is always the FLSA.