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Turn to legal or immigration experts when facing wage-and-hour complexities

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in Compensation and Benefits,HR Management,Human Resources,Leaders & Managers,Management Training

The federal Fair Labor Standards Act (FLSA) and the North Carolina Wage and Hour Act are complex laws that are tough to master. It would require an HR director’s full-time attention to make sure a midsize company wasn’t breaking the law. Adding to the intricacy, the U.S. Department of Labor frequently issues updates and opinion letters.

Even so, ignorance is no excuse for violating wage-and-hour laws. In fact, those who “bury their heads in the sand,” as one court put it, face steep penalties. Those include double damages for any wage mistakes, plus back pay for an additional year in excess of the two years of back wages that are usually due.

So, what’s a diligent HR professional to do? If you don’t face any unusual wage-and-hour issues (that is, you pay at least the minimum wage, don’t make deductions for equipment or housing and employ mostly hourly employees or FLSA exempt employees who fit neatly into the exemptio...(register to read more)

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