Turning a blind eye to labor laws drew the wrath of the federal wage and hour cops upon the restaurant industry in California this year to the tune of more than a half-million dollars.
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Small companies have until Aug. 31 to determine if they need to expand or revise the choices in their employee 401(k) plans, the U.S. Labor Department now says in offering guidance on disclosure rules.
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An employee just dropped by and asked you about what type of medical certification is required to take FMLA time. How quickly can you provide the right answer?
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Chalk one up for the pharmaceuticals industry: Employers don’t have to pay overtime to outside salespeople who work more than 40 hours in a week.
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Do your managers truly believe everybody really rolls in at 9 and leaves every day at 5? Of course not.
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The Department of Labor’s idea to tinker with how intermittent family leave time is scheduled and logged is a bad move, says the Society for Human Resource Management (SHRM) — since it will strip employers of a powerful tool in discouraging tardy arrivals at work.
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There’s still time to get in your 2 cents’ worth on the proposed changes to the Family Medical and Leave Act (FMLA), before the feds move forward and finalize the new rules.
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This is good news for frustrated college grads and young professionals you might know who are trying to crack the job market: A road map of the fastest and largest growing occupations, courtesy of your Uncle Sam. More good news: There are jobs beyond the healthcare field.
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Several restaurants in Massachusetts are being served with a bill that’s sure to cause owners heartburn: They’re being told to open the register wide and fork over $1.3 million in back wages to 478 underpaid workers.
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What’s worse than needing to tangle with changes in how FMLA is applied to your employees? Try tangling with those changes when they violate federal law! Read the rest of this entry »
