The exempt/nonexempt designation is terrifically important to employees, your company, and the government. Today: two ways to make it simpler and easier.
Overtime FLSA lawsuits are cropping up by the dozens—what's behind them? And more important, what can you do to protect yourself?
In the last Advisor, we considered compensation challenges related to emergency closings. Today, some additional challenges and a renowned compensation problem solver to get you through them.
Who Gets Paid When You Close due to Tornadoes, Hurricanes, Blizzards, and Wildfires? Disasters are always accompanied by scads of picky wage and hour questions. We break it down.
What do you do when an FLSA wage and hour audit reveals problems? Our expert answers that question, and we talk about an excellent audit guide.
FLSA wage and hour audits are spreading, and these days it’s as likely a potential business partner or your banker is doing them as it is the government. Here’s why you should audit yourself first.
Generally, if you dock the pay of exempt workers, you kill their exemption because you are treating them like nonexempts. You could easily owe a few years' worth of overtime. But DOL does allow docking in certain circumstances. Here are those exceptions, along with a resource to make sure FLSA disasters don’t befall you.
Because class action status can change a small comp issue into a massive lawsuit, Fair Labor Standards Act (FLSA) lapses could be your most dangerous mistakes.
FLSA audits are important, as we saw in yesterday's Advisor, and we want to help you do them right, but first, note the one factor you absolutely must have in place, if you do one at all.
The U.S. Department of Labor (DOL) is getting tough on wage and hour violations, and you don't want them to be the ones doing your FLSA audit. Far better to find and fix problems—before DOL starts going over your books.