If your business is located in a state, city or county that just bumped up the minimum wage on January 1st (and a lot of them are), you’ll want to make sure all of your relevant pay documents reflect the change.
The Paycheck Fairness Act may have stalled in the Senate, but there’s no shortage of new bills before both houses of Congress that would amend the Fair Labor Standards Act.
Doing one of these things to exempt employees will rub out their exempt status – and can make your company liable to pay them overtime compensation.
With the new year came new rules for California employers. And even if you don’t do business in the Golden State, it’s a good idea to familiarize yourself with these new regulations, which could wind up affecting your state sooner rather than later.
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.
Hundreds of thousands of U.S. workers will enjoy a belated Christmas present on Jan. 1, as seven states will increase their minimum wage.
Still using unpaid interns? Here’s another court decision that might convince your top management it’s usually not a great idea.
Wage and hour lawsuits are cropping up by the dozens these days — even in industries you’d least suspect.
You know the cost of misclassifying employees as independent contractors. But can you determine whether or not these exotic dancers were employees?
Enter the latest wave in the sea of crackdowns, regulations and additional paperwork surrounding the classification (or misclassification) of employees.
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.
If you currently pay disabled employees below minimum wage under the federal certificate program, take note: A bill has been introduced in the House that would phase out the practice.
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.
An employee has to be a legal worker in order to make a wage-and-hour complaint, right?
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