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.
With strong policies, employees (and their lawyers) will find it much harder to mount class-action wage-and-hour lawsuits. That’s because employees have to show that a common policy or practice was responsible for wage-and-hour violations.
Two Nassau County sushi restaurants will pay $261,887 in back wages and liquidated damages to 70 workers following an investigation by the U.S. Department of Labor’s Wage and Hour Division.
Make sure you understand exactly when and how employees receive their pay. Reason: You could be personally liable for violating the Pennsylvania Wage Payment and Collection Law (WPCL).
President Obama has ordered the Department of Labor to update the FLSA provisions that determine which salaried employees are eligible for overtime pay and which are not. And more changes are likely on the way.
President Obama on March 13 ordered the U.S. Department of Labor to propose rules to “update and modernize America’s overtime pay system, so that millions of our nation’s salaried workers will have the protections of overtime pay.” The process, which will take months, could make overtime pay available to more management employees who are now considered exempt under the FLSA.
A U.S. Department of Labor Wage and Hour Division investigation has resulted in the MCM Grande and MCM Elegante hotels paying back wages and missed overtime to employees at several of its locations in Texas and New Mexico.
State Labor officials have fined two Ukiah restaurants more than $1.8 million for wage-and-hour violations involving 47 workers over a three-year period. The complaint alleged the workers were not paid minimum wage or proper overtime.
Employers increasingly understand the financial burden of defending wage-and-hour class-action lawsuits—not to mention possible settlement payments or damages following unsuccessful attempts to defend those suits. There are some practical steps you can take to dodge the threat of a costly class-action lawsuit.
In a stark reminder that the FLSA carries personal liability, three executives at Belton-based High Performance Ropes of America were convicted of felonies for their part in a scheme to exploit undocumented workers.
Beginning Jan. 1, 2015, staffing agencies and other third-party employers must pay minimum wages and overtime to home health care workers, including certified nursing assistants, home health aides, personal care aides, caregivers and certain companions.