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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Suing for unpaid overtime? You have to present at least some evidence that you worked the hours you claim.
The Department of Labor has forwarded its final rule overhauling white-collar overtime to the Office of Management and Budget for review, starting the countdown clock toward possible full implementation by mid-summer.
With new Department of Labor rules on overtime pay for exempt employees coming in July, employers are scrambling to figure out how to minimize the impact.
The Fair Labor Standards Act includes exemptions for certain professions, including one for commercial seaman. Some seafaring workers have recently tried to narrow the exemption by arguing that it only applies to employees who actively navigate vessels.
If you’ve put off planning for the big overtime law changes, it’s time to take action. The final version of the DOL's revisions to the white-collar exemption rules will be released in July.
The U.S. Department of Labor’s proposed amendments to the Fair Labor Standards Act will have an enormous impact on employers in the retail and hospitality industries.
Don’t make the mistake of thinking that just because an employee is paid a salary, he or she is exempt. The employer must also show that the worker performed exempt work under one of the several exemptions available under the Fair Labor Standards Act.

Employers that don’t track how many hours employees work face a real disadvantage. If an employee sues for unpaid overtime, he or she will be able to use inexact estimates as proof of work done but unpaid. What’s more, should the employee win the case, those estimated hours end up doubled as punishment.

In one state, at least, they're getting very serious about the consequences of shorting employees on what's rightfully theirs.
The Fair Labor Standards Act allows government agencies to offer comp time in lieu of overtime when employees work more than 40 per week. As long as you clearly let employees know that’s how you will treat OT, they can’t complain later.