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.
What can employers do when employees insist on clocking out and continuing to work? Warn them—and then discipline them. If you terminate employees for refusing to listen, they won’t be eligible for unemployment compensation and you will also protect your company from an overtime lawsuit.
The Point Brugge Café, in Pittsburgh’s East End, must pay $37,719 to 39 workers that the U.S. Department of Labor says were stiffed by an illegal tip-pooling system.
Q. The regular workweek for employees in my department is 37.5 hours, rather than 40. Should their overtime be calculated based on the hours they work over 37.5?
The parent company of na’Brasa Brazilian Steakhouse in Horsham will pay $110,369 to 42 workers following a DOL investigation that concluded the restaurant misclassified servers in violation of the Fair Labor Standards Act.
Seventy current and former landscaping employees will rake in $106,818 following a U.S. Department of Labor investigation of their Midland employer’s wage-and-hour practices.
Good news for employers that list store managers as exempt even though they spend 50% or more of their time engaging in mundane tasks like stocking, running registers and assisting customers. Managers may be multitasking but that doesn’t mean they’re nonexempt.
Some may see this as part of the Obama administration’s alleged “war on Christmas.” In reality it was a simple enforcement action. The DOL recently played the Grinch by filing a lawsuit against a Dallas company that installs and removes Christmas lights.
Jacksonville-based Brynn Marr Body Shop has agreed to settle overtime complaints filed by 15 employees, following an investigation by the U.S. Department of Labor’s Wage and Hour Division.
Veer Investments—which operates an America’s Best Value Inn & Suites motel in Charlotte—careened wildly off course when it decided to ignore almost all the basic requirements of the Fair Labor Standards Act.
The DOL's Wage and Hour Division (WHD) has begun a multiyear enforcement initiative that could result in sanctions against Los Angeles and Orange County employers in the garment industry. According to the WHD, the garment industry consistently violates federal wage-and-hour laws.