Q. Does the new salary threshold of $455 a week (under which employees are automatically eligible for overtime) hold true even if the person works part time, say one or two days a week? We have employees who meet the professional exemption, but they work part time and wouldn't reach the $455 threshold. —L.S., Pennsylvania
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Q. What's the deal on paying workers for rest breaks? —J.S., California
Q. Do we have to pay employees for the time they spend changing into their uniforms before work (and out of their uniforms afterward)? We're a hospital and our operating-room personnel must change clothes. —E.T., Maryland
Q. One of my managers had to work on a holiday, and the hourly employee who worked with him got double time in addition to the holiday pay. When the salaried employee wanted to take time off shortly afterward, my boss said it was not legal to give him comp time—he would have to be paid for the holiday he worked. The employee would rather have time off. Is there no comp time for anyone? —J.W., North Carolina
A Pennsylvania jury last month awarded a group of present and former Wal-Mart employees $78 million in damages because the mega-retailer forced the employees to work without pay ...
Some of the National Forest Service’s star employees have considered turning down promotions rather than relocating to major Forest Service locations in cities. Many have said they’d quit rather than abandon their rural lifestyles ...
If an employee comes forward to protest that you owe him overtime pay because he should truly be a nonexempt worker, it pays to act fast and be able to show good cause why you classified him as exempt in the first place ...
Q. One of our employees is having cosmetic surgery and plans to take leave. Would that fall under the FMLA, or would it be a leave of absence? —K.H., Connecticut
Q. Is it OK to ask an applicant about her immigration status before making an offer of employment? —A.R., New York
Q. Our company employs fewer than 50 people, so we don't have to comply with FMLA. Do we need to mention that fact in our employee handbook? —G.R., Michigan