At it again: Congress weighs latest employee classification bill
Enter the latest wave in the sea of crackdowns, regulations and additional paperwork surrounding the classification (or misclassification) of employees.
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Learn MoreEnter the latest wave in the sea of crackdowns, regulations and additional paperwork surrounding the classification (or misclassification) of employees.
Here’s another ruling that further clarifies the National Labor Relations Board’s stance on employer policies concerning employees’ use of social media.
To all those using independent contractors: The Department of Labor (DOL) is no longer looking to just strengthen its own enforcement of employee classification rules, it’s now strengthening states’ enforcement efforts as well.
When it comes to complying with the DOL’s coming changes to the white collar overtime exemption regulations, employers will take any relief they can get. As a result, employers will likely embrace this suspected change to the regs.
The Department of Labor (DOL), Internal Revenue Service (IRS) and nine states have teamed up to find wage and hour violators and fine them heavily.
As expected, the DOL has appealed a Texas court’s injunction of the agency’s new overtime rule. Then, it asked for the appeals process to be expedited. So where does that leave employers and the rule itself?
Heads up: If your firm has hourly employees who work through lunch or break periods, you could be at risk of being force-fed the lawsuit du jour.
Some people just don’t appreciate art. A U.S. District Court judge in Georgia has ruled that male strippers don’t qualify for exempt status as “creative professionals.”
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.
When a group of immigrant workers in Washington State sued their employer for FLSA violations, the company tried to get the lawsuit thrown out. Was it successful?
To terminate FLSA accusations against it brought on by the DOL, oil and gas giant Halliburton Co. will shell out $18.3M. Its mistake is always No. 1 on every list ever assembled of things employers should not do when employing salaried workers.
Quick tip: An oral complaint about an alleged employment law violation is just as valid as an official, written one.
The DOL’s new overtime rule will likely cause lots of currently exempt employees to begrudgingly begin punching a time clock. This may lead to two unintended consequences.
One of the few strategies that’s actually helped contain healthcare costs in recent years:
Imagine going through the stress of a DOL investigation, being ordered to pay out nearly $200,000 and then finding out you have to tell every new hire you plan to bring on about the ordeal.
Following the NLRB’s recent ruling that Northwestern University football players are “employees” of the school, should they be paying taxes on their scholarship money?
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