Surprise, surprise – the Department of Labor (DOL) continues to ratchet up its efforts to enforce wage and hour laws.
While firms anxiously await the DOL’s new FLSA overtime rules, the agency just announced it will be releasing new information on another key wage-and-hour issue this summer.
Under former Labor Secretary Hilda Solis, the DOL drastically increased the enforcement of wage and hour laws. Now Thomas Perez is running the agency, and he seems poised to kick things up a notch.
The EEOC just issued its second-ever Strategic Enforcement Plan. This is a big deal. Here’s why.
Lesson from a recent court ruling in a religious discrimination case: Yes, companies must take reasonable steps to accommodate workers’ religious beliefs. No, they don’t have to provide accommodations that would impose a hardship on the organization.
Employers can get sizable tax benefits by paying independent contractors. But they can get in big trouble if they misclassify those who should really be considered employees. Here are some common pitfalls to look out for.
When an independent contractor was fired, he retaliated … by suing the company where he worked for misclassifying him. He wanted back pay for the 26 hours of overtime he worked each week for 12 years. Did he win?
The Department of Labor is gearing up to enforce labor laws. Proof: The agency just asked for an additional $67 million in funding.
Be careful. President Obama and congressional Democrats have declared war on companies that wrongly classify employees as independent contractors.
The DOL’s latest move gives employers some hope that the aggressive, pro-employee enforcement agenda of the agency’s previous administration is coming to an end.
The Department of Labor (DOL) is adding firepower in its fight against companies that commit worker classification mistakes.
Does your firm use independent contractors? If so, the feds may want to talk to you soon.
What’s ahead for employers during President Obama’s second term? In this guest post, a group of employment attorneys from the law firm Cozen O’Connor collaborate to tell us what to expect.
Apparently increased enforcement of the Fair Labor Standards Act’s employee classification rules wasn’t enough. Now Congress is considering the Employee Misclassification Prevention Act — and it could be a real bear for companies of all sizes.
The Immigration folks are undertaking a new hiring audit push. Did you get your notification letter?
If you feel there’s a chance you’ve misclassified an employee as an independent contractor, you’ll want to pay attention to this. The IRS has set out to reassure employers its Voluntary Classification Settlement Program (VCSP) won’t come back to bite them.
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