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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A hospital policy paid employees for working through required meal breaks, as long as they followed procedures. But an emergency room nurse still sued, saying not getting paid for missing lunch violated the FLSA. Who won — and why?
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The Department of Labor (DOL) has already tipped its hand that it’ll do a lot more sniffing around looking for businesses bungling how they report employees’ hours worked (see HR Daily Report, 5/17/12). Now the net has grown wider.
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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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The U.S. Department of Labor has delayed a regulation requiring employers to give documentation to exempt workers explaining why they’re not eligible for overtime pay.
The problem: The Fair Labor Standards Act was written well before flextime became common in the workplace.
Sponsors in the U.S. Senate have decided the Fair Labor Standards Act classification for IT workers is out of date, and should be revamped. Here’s what they’re proposing.
One of the traps in the Fair Labor Standards Act involves how employers tally overtime pay for employees who get commissions. The rules are complicated, and foul-ups are common. To avoid FLSA violations, take a look at this relevant advice from a leading law firm.
In this week’s weird — and actual — court case, an employee turns down a settlement offer equaling more than 10 times what he said he was owed. And that’s not the weirdest part of the case.
Why do HR managers from 330 of the nation’s top companies think President Obama’s proposed reform of workplace regulations is “burdensome” and “outdated”?
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