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.
A federal court has ordered Roseville-based Aspen Nursing Services to pay more than $210,000 in back wages and liquidated damages to 22 employees in Kentucky and Ohio.
Not every collective or class-action case has to blow up into a multimillion-dollar nightmare. Instead, some judges are approving more modest settlements, if this case is any indication.
The pharmaceutical industry must have a bull’s-eye on its back, because employees’ attorneys continue to take aim at it, filing class-action lawsuits that allege unfair or illegal pay practices.
The FMLA does not give employers the right to decide that an employee's sick relative has enough assistance and doesn’t need your employee’s help. That argument won’t fly—from a compassion or legal perspective.
The DOL has a new fact sheet covering illegal retaliation against employees who complain about possible violations of the Fair Labor Standards Act. Reminder: The FLSA’s anti-retaliation provision applies to all employees, not just nonexempts.
The FLSA sets strict rules for how you pay employees, including who can earn overtime pay and how much it must be. Fail to follow them and you could wind up on the losing end of a lawsuit, potentially liable for millions of dollars. Make sure your organization establishes practices and procedures that prevent overtime mistakes. Four important tips:
On the surface, internship arrangements look like a win-win: The employer gets free labor. The intern gets valuable training and builds skills. But before you get carried away by the prospect of marvelous production for virtually no cost, let’s have a reality check.
Q. We are a social services organization. After employees make home visits to clients, they must file reports within 24 hours, even if that means they must work on weekends. Most of these employees have two-year associate degrees; some have bachelor’s degrees. Can we treat these social workers as exempt employees under the FLSA?
In addition to protecting employees’ wage-and-hour rights, the Fair Labor Standards Act protects employees from retaliation for asserting their pay rights. But until now, it was unclear whether it was protected activity to file an internal report that someone within the organization was violating the FLSA. The 4th Circuit has ruled that it is.
A handful of high-profile legal disputes are shining a bright light on an often-ignored issue: Should employers be required to pay interns at least the minimum wage?