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.

Page 17 of 37« First...10...161718...2030...Last »
Here’s incentive to give managers more control over their own schedules. It could prevent one dis­­gruntled employee from turning a simple lawsuit into a class action that covers everyone else with a similar job. That might make the difference between a small verdict and a huge one.
Some employers think they can ignore federal wage-and-hour rules because they are small and don’t hit the $500,000 annual sales volume required to be covered by the FLSA. That rarely works because merely engaging in interstate commerce by using uniforms and cleaning supplies may be enough.
Genter’s Detailing in Frisco, Texas, has agreed to pay $22,345 to its employees follow­ing a DOL Wage and Hour Division investigation. The in­­vestigation revealed that the car wash and auto detailer regularly reduced the wages of 53 current and former employees by $200 to $400 for costs allegedly associated with damage to vehicles under their care.
Here’s another powerful reason to maintain meticulous wage-and-hour pay records. If you don’t—and a worker claims you owe him money for unpaid work—the court will rely on the employee’s recollection or records.
Employees filed a record 7,764 federal wage-and-hour lawsuits between April 1, 2012, and March 31, 2013, a 10% jump over the previous year, according to the Federal Judicial Center. Last year, FLSA lawsuits rose only 1%.

Q. We recently started permitting two of our employees to telecommute on certain days of the week. We are concerned with tracking these employees’ hours. What are the wage-and-hour concerns we should be aware of for telecommuting employees?

The DOL has ordered Charlotte’s Carolina Trail Golf Part­­ners to immediately tee up $758,465 in back wages for 347 workers at seven courses who recently went several weeks without getting paid.
An increase in overtime hours can mean an increase in accidents and production errors. Consider these overtime policies and practices that can help reduce the likelihood of safety and production problems.
Eight years after being flagged for similar violations, Long Island’s Chateau Briand catering company has been burned again for illegal pay practices.
PCM Construction Services has settled DOL charges that it cheated employees out of overtime pay when they worked more than 40 hours in a workweek. The problem: PCM paid nonexempt employees a flat salary regardless of how many hours they put in.