Under federal law, when a nonexempt employee works more than 40 hours in a workweek, employers must pay them 1.5 times their regular rate of pay for all overtime hours or risk violating the Fair Labor Standards Act’s overtime pay requirements. And that can be costly: employers guilty of willful or repeated violations are subject
The Department of Labor (DOL) estimates that the new Fair Labor Standards Act (FLSA) overtime rule will extend coverage to 4.2 million workers across the country in 2016. Approximately 469,000 of the newly eligible are located in the Northeast. How many of these people do you employ
#Hashtag everything. It’s an obvious sign of how times have changed (and an evolved language of a younger generation). Another sign of the times are significant updates to the FLSA that were just released – effective December 2016.
UPDATE 5/18: President Obama finalizes FLSA changes on salary and compensation levels for “white collar workers.” The new legislation aims to better define exemptions for executive, administrative, and professional personnel. For employers to be considered staff exempt, employees must meet certain minimum tests related to their primary job and be paid accordingly on a salary