Overtime Labor Laws

Federal overtime laws, designed to help end the exempt vs. non-exempt debate, have made things worse. To non-exempt and exempt employees, labor laws continue to confuse.

Business Management Daily can help you comply with federal overtime laws. Learn when you have to pay overtime, and when you don’t.

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An injunction throws into confusion months of employer planning to implement the new Fair Labor Standards Act rules.
Chemicals giant Dupont must pay overtime to workers whose workweek exceeds 40 hours because of time spent putting on and taking off protective gear.
The U.S. Department of Labor has sued drywall contractor West Coast Drywall & Company in Riverside, Calif., alleging the firm failed to pay its drywall hangers and painters for all the overtime they worked.
The U.S. Department of Labor’s Wage and Hour Division (WHD) has settled its lawsuit with two owners of several Bay Area nursing homes.
A federal court has ruled that an employer cannot take a credit towards unpaid overtime for paid meal breaks.
Class-action attorneys love the Fair Labor Standards Act because it makes it easy for them to take small individual claims for unpaid overtime and turn them into mass litigation cases. That way, a single lawyer or law firm can represent thousands of similarly situated workers.
A new poll by the left-leaning National Employment Law Project shows that likely voters in so-called battleground states support the Department of Labor’s new rule expanding overtime pay.
Q. We have a team of nonexempt hourly employees who will soon be putting in significant overtime for an important project. May we compensate them for their overtime work with additional paid vacation time equal to the total accrued overtime?
Starting Dec. 1, new DOL rules take effect that nearly double the salary threshold at which most salaried workers become exempt from having to be paid overtime.

A Melrose Park, Pa., jewelry distributor for several major department stores and the temp agency that provides its workers have agreed to settle allegations that as joint employers they violated the Fair Labor Standards Act.

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