Spring is here and along with new flowers you’ll soon see some new faces around the office. It’s intern time for many companies as college students are out for the summer and look to build their resume.
It’s finally here! After years of waiting and more than 200,000 public comments, the Department of Labor (DOL) just released the proposed rules overhauling the federal overtime system.
If your company pays any employees for two different types of work, be extra careful: That opens the door for pay mistakes that can be expensive.
You’re Finance’s top protector – from fraud, compliance issues and legal trouble.
Nike just joined an increasing number of employers that are making sweeping pay changes in an effort to close the gaps between male and female employees’ paychecks and prevent bias problems down the road.
Even if the DOL acknowledges a company made a minor, “common” mistake regarding overtime calculations, it doesn’t mean the agency will let that company off the hook.
Even if they do have the best intentions, well-meaning managers are often the source of companies’ wage-and-hour nightmares.
As parental leave policies are becoming increasing popular, finance chiefs need to keep this in mind: Not giving new fathers the same type of leave as new mothers to bond with a newborn or newly placed adopted or foster child can prove very costly.
With all of the time your Finance department spends make sure everything pay-related gibes with FLSA standards, it’s easy to see how state regs could be overlooked from time to time. Unfortunately for employers, those mistakes almost always prove very, very costly.