When it comes to time and attendance and other critical functions traditionally left to HR departments, the question isn’t whether it’s possible to move to the cloud: It’s a matter of when you should. These four benefits could sway your decision.
We’ve seen big developments recently in employment law in California, New York state, and Philadelphia. Even if you aren’t doing business in any of these locations, it would be a good idea to pay attention things that go on in these large, influential jurisdictions often have a way of filtering through to other areas of the country.
On March 6, 2018, the US Department of Labor (DOL) announced a new pilot program: Payroll Audit Independent Determination, or PAID. The stated purpose of the program is to expedite resolution of overtime and minimum wage violations under the Fair Labor Standards Act (FLSA). Should you consider participating?
Are you required to pay interns? If you choose to bring unpaid interns on board, what do you need to know to stay out of trouble withe the Department of Labor and the courts? Read this article to find out.
OK, so we didn’t exactly PLAY in the Super Bowl, but our Model 150 time recorder was there on-screen! Watch our appearance and find out how you can submit your own Green Clock sighting.
Rely on any of these three common wage and hour myths and you could find yourself – and your business – in big trouble.
Employees generally like workplace flexibility. But what do you do when you need them to be at work on time and they’re chronically tardy? Read this article for suggestions.
Several recent developments at the Department of Labor could signal some key changes in the relationship between employers and the DOL. Read this post to find out what the changes are, and what their impact might be.
Confused about overtime regulations? (Join the club!) In this post, we’ll try to clear up some of the confusion and get to the bottom of the rules regarding overtime.
Recently, the Connecticut Appellate Court was called upon to decide an “unpaid wages” case, Evans v. Tiger Claw, Inc. The ruling contains important reminders for all businesses.