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.
The Department of Labor announced its new proposed rule for white-collar overtime pay right as thousands of HR pros were meeting in Las Vegas at the Society for Human Resource Management’s 2015 Annual Conference. Needless to say, it instantly became agenda item No. 1. Here’s some of the reaction at SHRM to the DOL’s bombshell.
The Department of Labor estimates the move will make at least five million more workers eligible for overtime pay if they work more than 40 hours in a week.
Tucked inside the Obama administration’s Semiannual Regulatory Agenda this spring was a Department of Labor initiative worth watching: A Wage and Hour Division effort to study how employees’ after-hours use of technology might affect wages and overtime pay.
Large employers usually have several departments, and it’s common for employees to do work in more than one. But some payroll systems may not catch it when cross-departmental work exceeds 40 hours in a week, separately recording hours worked in each department.
Make sure you back up timecard information. Old-fashioned stamped cards can get lost or damaged. If that happens and an employee alleges she wasn’t paid for all work, the court may take her word—not yours—for how many hours she put in.
The 9th Circuit Court of Appeals had ruled that so-called automobile service advisors are nonexempt under the Fair Labor Standards Act.
Retail and restaurant employers will likely respond to the upcoming rewrite of white-collar overtime rules by converting salaried managers to hourly employees, cutting pay, reducing benefits and bonuses and reducing workers’ hours, according to a new study by the National Retail Federation).
The U.S. Department of Labor claims a recent enforcement initiative in the oil fields of West Texas and Eastern New Mexico has resulted in workers recovering $1.3 million in lost wages. The DOL Wage and Hour Division oil and gas initiative began in late 2014.
Two participants in Merrill Lynch’s management development program are suing the firm, alleging they were not paid for overtime they worked during the intensive training period.
In her second State of the City address, Minneapolis Mayor Betsy Hodges called for more regular work schedules, more overtime pay and greater access to paid sick days.