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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The parent company of na’Brasa Brazilian Steakhouse in Horsham will pay $110,369 to 42 workers following a DOL investigation that concluded the restaurant misclassified servers in violation of the Fair Labor Standards Act.
Seventy current and former landscaping employees will rake in $106,818 following a U.S. Depart­­ment of Labor investigation of their Midland employer’s wage-and-hour practices.
Good news for employers that list store managers as exempt even though they spend 50% or more of their time engaging in mundane tasks like stocking, running registers and assisting customers. Managers may be multitasking but that doesn’t mean they’re nonexempt.

Some may see this as part of the Obama administration’s alleged “war on Christmas.” In reality it was a simple enforcement action. The DOL recently played the Grinch by filing a lawsuit against a Dallas company that installs and removes Christmas lights.

Jacksonville-based Brynn Marr Body Shop has agreed to settle overtime complaints filed by 15 employees, following an investigation by the U.S. Department of Labor’s Wage and Hour Division.
Veer Investments—which ­operates an America’s Best Value Inn & Suites motel in Charlotte—careened wildly off course when it decided to ignore almost all the basic requirements of the Fair Labor Standards Act.

The DOL's Wage and Hour Division (WHD) has begun a multiyear enforcement initiative that could result in sanctions against Los Angeles and Orange County employers in the garment industry. According to the WHD, the garment industry consistently violates federal wage-and-hour laws.

The U.S. Department of Labor’s new crackdown on alleged wage-and-hour abuses in the Southern California garment industry has resulted in its first legal action.

Q. One of our office managers regularly receives after-hours calls from our landlord about building management issues. Are we required to pay her overtime compensation for the resulting hours she works over eight in one day or over 40 in one week?

The Fair Labor Standards Act is expansive enough to classify individual managers and corporate officers as employers. Upshot: You can be individually liable for FLSA violations. Key: the amount and degree of operational control you have over employees.
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