There’s nothing wrong with asking Finance to do a little more with a little less. But if you demand so much of your hourly staffers that they can’t realistically get it done on the clock, you’re asking for a problem.
Fair Labor Standards Act (FLSA)
Overtime issues affect employers of all stripes – as Stefani Joanne Angelina Germanotta (a.k.a., Lady Gaga) recently found out.
In case you didn’t have enough on your to-do list for 2010, the feds just added to it.
The Obama administration is dead set on increasing overtime availability for workers.
It’s official: Finance staffers will have more reporting duties moving forward. Here’s everything you need to know about the EEOC’s new final rule.
The Department of Labor’s (DOL) controversial overtime rule is officially on hold. But other than that, not much else is certain with the rule — and that’s a problem for employers.
With the DOL poised to release a new set of changes to the overtime rules in the near future, employers’ pay practices will no doubt be under the microscope.
Not updating the employee handbook regularly is a mistake employers can’t afford to make. This document is employers’ first line of defense against litigation.
Everything up to this point about the DOL’s new overtime regs has made CFOs want to rip their hair out. So even minor positive changes to the white-collar overtime exemptions in the final rule would be a welcome relief.
It’s a lesson an increasing number of employers are learning the hard way: Sales reps are not automatically exempt from receiving overtime payments.
Pennsylvania just joined the growing list of states that pledged to work with the Department of Labor (DOL) in preventing employers from misclassifying full-time employees as independent contractors (ICs). Will your state be next?
Nobody really wants to dock an employee’s pay.
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.
Employers everywhere should be happy to know they won’t have to comply with the Paycheck Fairness Act any time soon.
California is hoping to implement the DOL’s overtime changes with or without a federal mandate. And because employment law trends in the Golden State tend to catch on around the country, employers everywhere should pay attention to the fate of a new CA bill.
Finance chiefs will once again have one of the most useful DOL resources at their disposal to help with an array of tricky compliance issues — and avoid costly penalties and lawsuits.
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