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.
San Francisco-based First Republic Bank will pay $1,009,644 in overtime back wages to 392 employees in California, Connecticut, Massachusetts, New York and Oregon. A DOL investigation revealed the bank incorrectly classified workers as exempt from the FLSA.
The Rite-Aid drugstore chain, based in Camp Hill, will end 14 different overtime lawsuits with one huge settlement of more than $27 million. Plaintiffs had alleged the company misclassified assistant managers and co-managers to avoid paying them overtime.
Raleigh’s Dos Taquitos restaurant must fork over almost $50,000 in back pay to 26 employees the U.S. Department of Labor says were shortchanged.
President Obama began a public push last month for Congress to raise the federal minimum wage from $7.25 to $9.00 per hour. Outlook: The proposal will have a tough time getting out of the House.
What can employers do when employees insist on clocking out and continuing to work? Warn them—and then discipline them. If you terminate employees for refusing to listen, they won’t be eligible for unemployment compensation and you will also protect your company from an overtime lawsuit.
The Point Brugge Café, in Pittsburgh’s East End, must pay $37,719 to 39 workers that the U.S. Department of Labor says were stiffed by an illegal tip-pooling system.
Q. The regular workweek for employees in my department is 37.5 hours, rather than 40. Should their overtime be calculated based on the hours they work over 37.5?
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.