An increase to the salary-level test effective in January will make more than 1 million employees eligible for overtime premium pay who are currently exempt.
Employers, you only have a little more than three months to get your FLSA houses in order.
Restaurant operators are particularly vulnerable without sufficient processes and auditable history in place to demonstrate compliance when challenged.
While it sounds terrible to withhold pay for employees who choose not to attend a political event during the work day, just because it’s terrible doesn’t make it illegal.
After a fourth World Cup win for the U.S. women’s soccer team, there exists a great argument for the pay scale to be flipped, with the women earning substantially more than their male counterparts.
Companies that offer financial wellness programs with free financial advice should know it might not come across well to certain employees.
If the ‘regular rate’ and ‘joint employer’ proposals become final, they represent key changes to employers’ wage and hour responsibilities.
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.