All posts in Wage and Hour
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?
Rely on any of these three common wage and hour myths and you could find yourself – and your business – in big trouble.
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.
The DOL recently audited multiple restaurants in the Austin, Texas area and uncovered a number of wage and hour issues. What do you need to know to avoid the same fate?
There are many misconceptions about wage and hour. Unfortunately, if you fall prey to one of these misconceptions, it can end up costing your business a lot of money. This article describes a huge misconception that I run across all the time.
The long wait is over! Today, May 18, the Department of Labor’s overtime rules changes have been published. While the final updated salary threshold is lower than what was originally proposed, it will still mean potentially millions of additional employees will now be eligible for overtime. Read this article to find out what you can do to manage the changes.
I started writing about the Department of Labor’s upcoming revisions to the overtime regulations nearly a year ago. The latest word is that the new rules will likely be published by July, and possibly even sooner, with employers having 60 days to implement them. If you haven’t yet started looking at your options, your time is growing short!
Both California and New York have recently passed legislation raising the state minimum wage to $15 per hour. In addition, New York state and the city of San Francisco have passed paid leave laws. The laws are complex – read this article to find out more.
More than 160 workers at a Philadelphia direct mail and printing company will receive $1.45 million in back wages and damages after a federal investigation found their employer and a staffing agency jointly failed to pay overtime wages.
It’s virtually impossible for a profit-making organization to use volunteer labor directly. For non-profits, on the other hand, the situation is a bit different. Not necessarily less complicated, but different.