The Department of Labor’s (DOL) overtime rule isn’t dead yet. In fact, it has a big ally.
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.
Do the Democrats have a backup plan for the DOL’s new overtime rule if it dies in court or at the hands of the Trump administration? You betcha.
We’ve been warning you that the Department of Labor (DOL) cops are out in full force, and they just made a series of big busts.
For the seventh straight year, the number of wage and hour lawsuits filed under the Fair Labor Standards Act (FLSA) has increased — and there are a number of reasons employers should fear the news is only going to get worse.
Citywide Protection Services formed an agreement with its security guards: The guards could work extra hours in exchange for straight-time pay only — no time-and-a-half.
Don’t feel bad if you have trouble understanding the pay-docking rules laid out by the Fair Labor Standards Act (FLSA). The regs are pretty murky.
The healthcare reform law amended the Fair Labor Standards Act (FLSA) to require employers to provide breaks and a room for nursing mothers to express breast milk. So why can’t mothers sue when their employers refuse to follow those breastfeeding rules?
The federal government’s added emphasis on enforcing wage-and-hour laws mixed with workers’ contempt for being asked to work longer hours without increased pay during the recession has turned into a dangerous cocktail for employers.
Companies have already been found guilty of violating the new breastfeeding break rule implemented by the healthcare reform bill and have started receiving citations.