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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The Department of Labor (DOL) has been in the news lately, with a big win in the U.S. Supreme Court and word that it will soon—finally—release new proposed overtime regulation for white-collar employees.
When Department of Labor Wage and Hour Division Administrator David Weil keynoted a gathering of top HR pros on March 24, his official comments carefully avoided the much-delayed, anxiously awaited rewrite of the federal rules governing white-collar overtime pay.
Almost a year ago, Labor Secretary Thomas Perez said the time was long overdue for a rewrite of the rules governing overtime pay under the Fair Labor Standards Act’s executive, administrative and professional exemptions. Prepare to wait a little longer.
Employers must pay hourly employees for all overtime worked, whether it was authorized or not. So what’s the best way to discourage employees from working unauthorized OT?
The long-whispered, unofficial goal had been a February 2015 release of these new overtime rules. February came and went, and Labor Department officials are tight-lipped about when the rules will be released and what’s taking so long.
Do you have clear policies stating that employees can’t work off the clock, must record all hours worked and must report to HR any supervisor who demands early clock-outs? Good! However, that doesn’t mean you’re immune to a wage-and-hour lawsuit.
A federal judge has granted exotic dancers at a Harrisburg-area adult entertainment club class-action status in their wage-and-hour lawsuit against their employer.
The U.S. Department of Labor’s Wage and Hour Division has found two California nursing homes failed to pay their employees the federal minimum wage.

The FLSA and DOL regulations require employers to track all hours worked so employees can be paid for all the time they spend working. That’s especially true for hourly employees. But what about tracking hours for so-called exempt employees who aren’t eligible for overtime pay for hours worked over 40 per week?

The U.S. District Court for the District of Columbia on New Year’s Eve issued a temporary restraining order to temporarily stop the U.S. Department of Labor from implementing a rule that would have made many live-in home health care aides eligible for overtime pay.
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