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.
Sometimes an employee promoted to management just isn’t ready for new responsibilities. Maybe she’s having a hard time thinking like an exempt employee, longing for the days when she was entitled to breaks and overtime. Fortunately, if you discipline such employees for neglecting their duties, they can’t later claim they actually were hourly employees entitled to overtime.
Class-action litigation returned to the spotlight with last year’s Supreme Court decision in Wal-Mart Stores, Inc. v. Dukes. In Wal-Mart v. Dukes, the Supreme Court refused to certify what would have been the largest-ever employment class action against a private employer. Now the 7th Circuit has weighed in.
Q. We couldn’t obtain the amount of overtime one of our employees worked in time to include payment for those hours in the current payroll period. We understand that untimely payment of wages could expose our company to penalties. May we issue a paycheck to the employee for his regular hours worked and include his overtime payment in the following pay period?
Sometimes, it’s better to settle than to fight. If a case is pretty clear and the potential liability small, it makes sense to pony up the settlement money. Otherwise, a court may punish bullheadedness with a large award for attorneys’ fees.
Q. We would like to hire a few college interns over the summer, but with our tight budget, I don’t think we can pay them. What rules apply to unpaid internships?
Rocky Mount-based Premier Warehousing Ventures is being sued over pay practices at its former facility in Jurupa Valley, Calif. Premier no longer operates the facility, but current and former employees have filed a lawsuit alleging wage-and-hour violations dating back to 2003.
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.