What Trump’s freeze on new regs means for the DOL new OT rule
There are a lot of Finance professionals who’d like the DOL’s new overtime rule to just die already. Well, they just got two pieces of good news from the Trump administration.
There are a lot of Finance professionals who’d like the DOL’s new overtime rule to just die already. Well, they just got two pieces of good news from the Trump administration.
Allowance time! The federal government has put out its budget proposal for FY2016. And there’s plenty for Finance tucked among the funding requests.
Recently, it’s been the upcoming change to the FLSA’s overtime rules that’s gotten all the wage-related media attention.
Employee complaints — i.e., “whistleblowing” — about a company’s ACA compliance are a top reason firms get audited for healthcare compliance in the first place. And now that the feds have released the final rule on the topic, Finance pros should pay close attention to exactly what’s covered.
When a court ruled the Obama-era changes to the overtime rule were unconstitutional, CFOs everywhere thought that was the end of the story.
The Department of Labor’s (DOL) overtime rule isn’t dead yet. In fact, a big ally recently stepped up.
CFOs everywhere will likely want to double- or triple-check their job descriptions and classifications after hearing this company’s unfortunate story.
Too much to do and not enough time to do it – nothing new about that claim for many employees. What is new: how much that might soon cost your company.
How bad does a job have to be for an employer to require its workers to sign a “no suicide” pledge? Ask workers at this organization.
It never ends. You’re already trying to comply with Obamacare. Then, you’ll have to deal with the DOL’s new overtime exemption rule changes. What’s next?
Heads up: You’re going to want to keep a close eye on those workhorses who log a significant amount of overtime week after week.
Most companies are in dire need of employees who aren’t afraid to speak up when it comes to financial improprieties at work.
Decide for yourself: Did these companies step out of bounds on often-gray situations?
You know there are ways employees can take some little liberties with the hours they work to pad their paychecks at your company’s expense. But what happens when it’s your supervisors who are shaving employee hours?
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