Q. Let’s say I do thefor a company and know that we are misclassifying employees (exempt vs. nonexempt; independent contractors vs. employees). And let’s say I advised the owner, but he chose to leave it as is. Could I be held liable as the payroll administrator? — Anonymous
A. Under the Fair Labor Standards Act () and certain state laws, individuals involved in making classification decisions can be personally liable for misclassifications. The FLSA defines “employer” broadly to include “any person acting directly or indirectly in the interest of an employer in relation to an employee.” (29 U.S.C. §203(d))
Whether you could be held liable likely depends on your role in determining the classification and your role within the company.
For a checklist to help you make the decision of exempt or nonexempt, go to www.theHRSpecialist.com/checklist.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Landmark N.J. Ruling Adds New Reason to Monitor Internet Usage
- A few unpaid 'donning and doffing' minutes can add up to penalties worth millions
- State document requirements for employing teens
- Vacations: When we do take them, they're too brief