In yesterday’s Advisor, we covered states affected by the change in the minimum wage that takes effect on Thursday, July 24. Today, we present the states in which the increase in the federal minimum wage will generally have no effect because they already have minimum wages at or above the new federal minimum of $6.55 per hour:
Of course, minimum wage changes are just the tip of the iceberg for wage and hour. You are also dealing with exemptions, independent contractors, unpaid time, overtime, donning and doffing time, bonuses, and a host of other prickly issues. And in all of it are questions such as these: How independent are the contractors who work for you? How "exempt" are your low level exempts? And how about volunteers—are they really employees? To put it bluntly, how many FLSA violations exist at your workplace?
Bottom Line: Audit Before THEY Do
"They," in this case, might be the feds, lawyers, or even bankers deciding you don’t get that needed loan because improperly classified workers represent a huge potential liability.
In fact, experts say that it’s always better to do your own audit and fix what needs fixing before authorities order you to do so. Most employers agree, but they get bogged down in how to start, and in the end, they do nothing. There are, however, aids to making FLSA self-auditing relatively easy.
One that our editors strongly recommend is BLR’s FLSA Wage & Hour Self-Audit Guide. It is both effective and easy to use and even won a publishing award in that regard. Here’s what customers like about it:
You can examine the BLR FLSA Wage & Hour Self-Audit Guide for up to 30 days at no cost or obligation. Click here and we’ll be glad to arrange it.
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