A U.S. District Court just gave employers a helpful example of when it’s okay to NOT pay workers for the time they spend in training.
If you have a compensation and benefits plan that’s set up similarly to the one that just came under fire in this FLSA lawsuit, it’s likely time for some alterations.
You may want to take a few minutes and read the new guidance the Department of Justice (DOJ) released specifically for HR professionals. At 11 pages, it’s pretty concise for a government document.
Here’s where Andrew Puzder, Donald Trump’s pick to be the next secretary of the Department of Labor (DOL), stands on business regulation: He’s not a fan.
With the DOL looking to make another four million employees OT-eligible this December, many employers will be looking for ways to limit their OT exposure. Just don’t try the method this company used.
There’s one lesser-known tactic out there that some employers are considering to reduce overtime costs under the DOL’s changes to the FLSA overtime exemption rules.
The DOL’s change to the FLSA’s white collar overtime exemptions aren’t all doom and gloom for employers. There’s at least one silver lining.
This past winter, the EEOC issued a proposed rule what would change the EEO-1 reporting requirements of employers. Now, after having listened to public comments on that proposal, the agency has issued an update. Here’s what you need to know.
This employer’s courtroom victory provides a blueprint for how to defeat workers’ claims that they weren’t paid for all of the time they worked.
To stand out from the competition and attract and retain top talent for the long-term, some employers rely on some very creative compensation tactics.