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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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Under the right (or wrong) circumstances, a relatively high-level employee may be held personally liable for a company’s failure to follow the overtime and minimum wage rules set out in the Fair Labor Standards Act.
Employers that don’t keep track of hours worked may be in for a surprise if an employee quits and sues over alleged unpaid time.
There’s a lot for employers to like about the U.S. Department of Labor’s new Payroll Audit Independent Determination program—known as PAID. Some state officials aren’t so enthusiastic.
The House of Representatives on May 2 voted to allow most employers to offer compensatory time off in lieu of overtime pay when nonexempt employees work more than 40 hours in a week.
With the new overtime rules most likely dead for the foreseeable future, let’s review the overtime rules that remain in effect, as they have been since 2004.

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.

Harrisburg, Pa., Mayor Eric Papenfuse touted his business experience when running for mayor in 2013, but outdated accounting software may have led him to violate the Fair Labor Standards Act.

Awarding comp time for extra hours worked is a common strategy that can backfire. The Fair Labor Standards Act lays out strict rules for what basis can be used for awarding comp time and when it’s illegal to give comp time in lieu of cash overtime.
As of Sept. 1, you have just three months to begin complying with the Department of Labor’s new rules for paying white-collar overtime. Here’s what you need to do—now!

The U.S. Department of Labor has reached a settlement in a decade-old overtime lawsuit—against itself. The department agreed Aug. 12 to pay $7 million to several thousand of its own employees.

Today, most people don’t stop working when the clock strikes 5 p.m. What's this going to mean for how you pay them?
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