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.
CFOs are well aware of the common DOL actions for wage-and-hour violations: costly fines, penalties and extra work in the form of policy revisions, added training and compliance checks. But finance chiefs may be surprised to find some of the other tactics the feds can employ.
It’s a hard thing to admit … that your work culture may be toxic. But identifying the symptoms and finding the antidotes for them can quickly improve morale, engagement, retention and productivity. Let’s get started.
While you don’t have to pay employees for the FMLA leave they take, you still have to be aware certain pay-related issues while they’re on leave. And as one company recently found out, not doing so can prove to be very, very costly.
When the DOL released its 2018 Spring Regulatory Agenda, it not only offered some insight on its progress in creating a new salary threshold for overtime eligibility, it also suggested it may alter the methods in which employees’ pay is calculated altogether.