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 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.
If your lawyers have told you that you have misclassified an employee, ignoring that advice can be used against you. The opinion becomes evidence of a willful violation, making the employee eligible for the bonus payment.
A plastering company in Ceres, California has agreed to patch things up with 208 current and former employees following a U.S. Department of Labor Wage and Hour Division investigation. The employees of Ace Commercial Plastering will receive $131,953 in back pay, the amount WHD concluded the company had sanded off their paychecks.
AT&T Prime Communications, one of the nation’s largest cellphone plan providers, will pay $122,254 to 255 workers to settle charges it failed to pay them for overtime work.
Just because an employee is called a supervisor and sometimes tells others what tasks to perform, that doesn’t mean she’s an exempt administrative or executive employee. It’s the actual duties performed day to day that count.
If your business doesn’t operate 24/7, you probably shut down just about everything at some point during the night. That’s especially common with retail operations. If that shutdown includes resetting the time clocks to automatically clock out everyone, you may be courting a lawsuit.
The owners of San Francisco’s Lucky River Restaurant have agreed to fork over $285,732 to eight employees after DOL investigators found they hadn’t received minimum wages or overtime pay.
West Covina, Calif.-based G.M. Sager Construction will pay $146,092 in overtime pay to 26 workers it failed to pay properly.
Oil and natural gas giant Shell Oil and refiner Motiva have agreed to pay $4,460,764 to 2,677 workers after the U.S. Department of Labor determined the companies failed to pay workers for required pre-shift meetings.