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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Following two years of development and debate, the U.S. Department of Labor in May released a sweeping overhaul of the regulations for paying overtime to exempt, white-collar employees.
The new overtime rules for white-collar employees could force some employers to reconsider allowing part-time work for exempt staff—or to seek ways to reclassify those positions as nonexempt.
The Department of Labor’s new overtime rules for exempt employees allow employers to partially satisfy the salary threshold ($47,476 per year or $913 per week) by including up to 10% of nondiscretionary bonuses and other incentive payments in exempts’ salary. What counts as a nondiscretionary bonus?
Two efforts are already underway in Congress to block the Department of Labor’s new rules raising the white-collar overtime salary threshold.
The Department of Labor’s May 18 announcement of final rules on white-collar overtime eligibility drew swift reaction.
Could it be that so many were completely unaware that such a big change was on its way?
If you aren’t already geared up to respond to the Department of Labor’s new rules on white-collar overtime, you are already way behind.
The Department of Labor's update to the Fair Labor Standards Act guarantees overtime rights for many more salaried workers.
The buzz in Washington suggests the new Department of Labor rules on white-collar overtime will be released within days.
The questions surrounding who is exempt and who is non-exempt from overtime obligations under the FLSA have spurred hundreds of class action lawsuits costing employers hundreds of millions of dollars in monetary damages. Employers must struggle with understanding the different types of exemptions as well as what actions can jeopardize those exemptions, and what the overtime ramifications of misclassification can be.
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