With a stated aim of providing clarification on how to determine employees’ regular rate of pay, the U.S. Department of Labor (DOL) has announced a new proposed rule updating what forms of payment employers can include and exclude in the “time and one-half” overtime pay calculation.
In October 2018, the Trump administration unveiled its Fall 2018 Unified Agenda of Regulatory and Deregulatory Actions. The agenda emphasizes regulatory restraint and underscores the administration’s commitment to a more business-friendly regulatory framework, noting that “in general, the [U.S. Department of Labor (DOL)] will work to assist employees and employers to meet their needs in […]
Employers have until May 21 to make known their concerns about the U.S. Department of Labor’s (DOL) proposed rule that is expected to make more than a million more workers eligible for overtime pay.
In a widely expected move, the Maryland General Assembly has approved a significant increase in the state’s minimum wage by voting for legislation aimed at increasing the current rate of $10.10 per hour to $15 by 2025.
If Massachusetts’ new Equal Pay Act legislation is any indication, sweeping changes are coming, and the crux of forthcoming reforms will be determining comparable work and fair compensation. Companies can get a jump on this by defining and examining comparable work within their own organization to mitigate pay gaps and establish a fair work environment.
A wage attachment, also known by the term wage garnishment, happens when there is a court order requiring an employer to use (attach) some portion of an employee’s wages to some other purpose, such as repaying a debt or paying child support. When an employer receives an order for wage attachment/garnishment, the employer must comply […]
Now that the U.S. Department of Labor (DOL) has made known its plan for a new threshold for overtime eligibility, it’s time for employers to prepare for a $35,308 a year level, attorneys who have been following developments say.
Even with the passing of the Equal Pay Act of 1963, paycheck inequality remains a problematic issue in today’s workplace. There are a lot of reasons behind this—some more objective and obvious, and some more subtle—but the fact remains that pay has not equalized despite that law passing more than 50 years ago.
Most employees think of compensation primarily in salary terms, but how aware are they of the total cost of their compensation package? And are employers properly communicating the value of benefits?
So much has been volatile for the American worker since the Great Recession—but one constant has been the size of annual merit increases. For many years, merit increase budgets have continued to hover just under 3%, despite an improving economy, low unemployment, tax reform savings, and fierce competition for talent. Employers face competing cost pressures: […]