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.
Although both the White House and the Secretary of Labor intended to “simplify and modernize” overtime rules, the new rules create new challenges for employers to determine which employees qualify as overtime exempt.
If you plan to convert some currently exempt employees into hourly employees once the new overtime regulations go into effect in December, you’re probably worried that your overtime tab will balloon.
The Department of Labor has released a list of frequently asked questions about the new overtime regulations that will go into effect on Dec. 1, 2016.
California employers must comply with both federal and state wage-and-hour laws.
Poll shows that most Americans back new OT rules.
Having trouble getting senior management to take the new overtime regulations seriously? If executives seem to believe they can wait to get serious, scare them straight with these warnings.
Who handles the recruiting in your company?
When the Department of Labor released the final overtime regulations last month, the agency also put out extensive guidance on how to account for hours worked. The DOL suggested that employers and employees can simply agree on a set schedule, with the understanding that employees would report any deviations from the usual to their boss.
The new Department of Labor overtime rules will change the way many employers do business. On the other hand, there’s much that did not change.
Under the recently passed Minneapolis Sick and Safe Time Ordinance, starting July 1, 2017, employers must allow employees to accrue up to 48 hours of “sick and safe time” each year.