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.
Here’s another powerful reason to maintain meticulous wage-and-hour pay records. If you don’t—and a worker claims you owe him money for unpaid work—the court will rely on the employee’s recollection or records.
Employees filed a record 7,764 federal wage-and-hour lawsuits between April 1, 2012, and March 31, 2013, a 10% jump over the previous year, according to the Federal Judicial Center. Last year, FLSA lawsuits rose only 1%.
Q. We recently started permitting two of our employees to telecommute on certain days of the week. We are concerned with tracking these employees’ hours. What are the wage-and-hour concerns we should be aware of for telecommuting employees?
The DOL has ordered Charlotte’s Carolina Trail Golf Partners to immediately tee up $758,465 in back wages for 347 workers at seven courses who recently went several weeks without getting paid.
An increase in overtime hours can mean an increase in accidents and production errors. Consider these overtime policies and practices that can help reduce the likelihood of safety and production problems.
Eight years after being flagged for similar violations, Long Island’s Chateau Briand catering company has been burned again for illegal pay practices.
PCM Construction Services has settled DOL charges that it cheated employees out of overtime pay when they worked more than 40 hours in a workweek. The problem: PCM paid nonexempt employees a flat salary regardless of how many hours they put in.
Fort Worth-based Alcon Laboratories has agreed to pay $199,443 in back wages to 342 assemblers, material handlers and production technicians at its Houston facility.
Lady Gaga’s former personal assistant wants the flamboyant performer and cultural phenomenon to cough up another $400,000 in back overtime pay. Claiming she was on call 24/7, the assistant’s lawsuit says she should have been paid overtime for 128 hours per week in addition to her $75,000 a year salary.
The most recently released regulatory agenda of the DOL focuses on three major areas: 1. A “plan/prevent/protect” strategy that seeks to achieve compliance with workplace laws each and every day. 2. A departmental commitment to openness and transparency. 3. Reducing employee risk.