Practical HR Tips, News & Advice. Updated Daily.
Determining whether to classify salaried employees as exempt or nonexempt can be tricky. We often think of salaried employees as being exempt from overtime. But salaried employees can fall into either the exempt or nonexempt categories depending upon several key factors. On the other hand, hourly employees are generally nonexempt with a few very specific […]
Question: We have some employees that are exempt and are on salary being paid a commission. If these employees work on a Sunday that is a holiday how should they be paid for that time? Are we in compliance if we calculate a flat amount based on the salary they are being paid in the […]
If your business employs workers who receive tips as part of their compensation, such as waitstaff, bartenders, or delivery drivers (e.g., pizza delivery drivers), a separate set of rules governs how you compensate them.
The U.S. Department of Labor (DOL) may be in a holding pattern for now, but employers are probably in for some wage and hour changes in the coming months, Tammy D. McCutchen told attendees at the Society for Human Resource Management (SHRM) employment law and legislative conference.
Question: We have an employee who lives and works out of one state but does work for our office in another state and travels to that office a couple times of month. Do we withhold taxes for the state the employee lives and primarily works in or for the state he often travels to for […]
The U.S. Department of Labor’s (DOL) wage and hour office has issued its first press release under President Trump and it may provide some insight into the new administration’s enforcement philosophies.
An African-American railroad worker alleged that he was denied overtime and certain training due to race discrimination. His employer denied the allegations.
Question: Is a “nonprofit” religious organization subject to the same 6 criteria as described for the “for-profit” organization (as explained by the Department of Labor)?
Following Massachusetts’ lead, more states and cities are enacting—or at least considering—laws that prohibit employers from asking job applicants about their salary histories. The efforts are aimed at reducing gender pay disparities.
While employers can sometimes avoid extra liability in wage and hour claims by showing that they tried to comply with the law, that defense was of no use to an employer who, despite using an accountant, falsified employee time records.