Job descriptions—usually seen as just another task on the to-do list for HR professionals—are generally an underused resource. But you can rely on them for a variety of reasons, including recruiting, performance reviews, reasonable accommodations, and employee classification.
By the way, the amount of attorneys’ fees in the headline is not the amount the employer paid its lawyers. Oh, no—that’s the amount it had to pay the employee’s lawyers for suing to recover the $608 in unpaid overtime. To make the disparity even stranger, the employee lost two of his three claims at […]
The U.S. 6th Circuit Court of Appeals—which covers Kentucky, Michigan, Ohio, and Tennessee—recently held that employees were sometimes exempt from receiving overtime but were not exempt other times. The deciding factor was a very slight difference between the discretionary authority exercised in each role.
Car dealership “service advisors” are entitled to overtime pay, even though the regulations granting them overtime are not entitled to deference, the 9th U.S. Circuit Court of Appeals has ruled.
Question: Can we require employees to be at work 15 minutes prior to their normal scheduled start time to ensure they are at and prepared to work when scheduled, while also avoid paying overtime?
By Raanon Gal, Taylor English Duma LLP The U.S. 11th Circuit Court of Appeals— which covers Alabama, Florida, and Georgia—recently ruled whether an hourly computer employee whose employer withheld his final 3 weeks had a minimum wage claim under the Fair Labor Standards Act (FLSA).
By David W. Jones, CCP, principal and director, Matthews Young — Management Consulting Students of American history know that this change in the minimum pay threshold for exemption from overtime pay revisits the complexities of the hourly versus exempt relationship established by the Fair Labor Standards Acts (FLSA) in 1938.
By Dennis J. Merley Calculating and counting an employee’s 12 weeks of Family and Medical Leave Act (FMLA) leave is usually a pretty clear-cut matter. However, the math can get complicated when the employee regularly works overtime and has to miss some of the extra shifts because of intermittent FMLA leave.
Yesterday we looked at how half of the states and some employer interest groups filed a lawsuit against the U.S. Department of Labor (DOL). Today, we present more details of their complaints and what it could mean for employers.
Recently, 21 states and a few employer interest groups filed suit against the U.S. Department of Labor (DOL). Their argument is that the DOL overstepped its authority.