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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Today’s tight economy has prompted many employers to try to reduce costs—including overtime—by classifying workers as independent contractors instead of employees. That hasn’t escaped the notice of the IRS and the U.S. Department of Labor, which have stepped up efforts to deter misclassification.
The DOL has announced an initiative to investigate employee misclassification in the hospitality industry in Dallas. According to a department statement, previous investigations “have found significant and systemic violations of the minimum wage, overtime pay and record-keeping provisions of the Fair Labor Standards Act.”
Do your employees understand exactly when they’re allowed to work overtime? Lax overtime rules are wasting billions of dollars at U.S. organizations and triggering more FLSA lawsuits than ever before. Four ways to stop unauthorized OT:
Penn Township Police Officer Ross Piraino has a bone to pick with his employer. In 2009 Piraino began caring for the police department’s German shepherd Charro at his home. Now Piraino is suing, claiming he is entitled to overtime for time spent caring for Charro at home.
Here’s an incentive to make sure you pay employees properly: Failing to pay minimum wage or overtime may mean a lawsuit that goes back three years. Plus, winning employees receive twice what they were owed—and their attorneys collects legal fees commensurate with their time and effort.
Dallas-based staffing agency Temp Team has agreed to settle FLSA violations uncovered during a U.S. Department of Labor Wage and Hour Division investigation. The $244,104 settlement will be split among 252 current and former employees.
Almost every employer is covered by the Fair Labor Standards Act’s wage-and-hour provisions unless it’s specifically exempted. But some truly local and isolated entities may not be, depending on the specifics.
Every HR pro knows employers must pay overtime if an employee works more than 40 hours per week. But does an employer have to pay overtime if it doesn’t know or have reason to know that the employee worked overtime hours? No, according to the 7th Circuit Court of Appeals.
A federal judge has ordered Sunnyvale-based Crazy Buffet to pay its workers $404,000 in damages following a U.S. Department of Labor investigation. The Chinese-food buffet restaurant had a policy of not paying wages to workers, although it allowed them to keep their tips.
Determining the amount of overtime pay depends on employees’ hourly rate of pay for the first 40 hours. That can sometimes be more complicated than it sounds, especially for employers that pay their hourly employees a set amount for their entire workweek, including overtime.