When this convenience store owner asked his workers to guess who the next cashier to be fired would be, did he actually think something positive would occur?
Even if they do have the best intentions, well-meaning managers are often the source of companies’ wage-and-hour nightmares.
The Department of Labor (DOL) and the Occupational Health and Safety Administration (OSHA), for the second time in just six months, are raising the penalties for employment law violations.
This year, employers may be surprised to find the penalty for failing to file a Form 5500 jumped all the way to $2,063 per day (up from $1,100). But that’s just the tip of the iceberg.
You’ve seen plenty of news stories about giant corporations that are passing along the savings from the new tax law to their employees. But until now, it’s been tough to get a picture of just how many employers, percentage wise, are actually going to make such a move.
President Obama’s State of the Union address touched on a number of issues last Tuesday. But the one sticking out for most companies is his proposal to increase the minimum wage.
Sleeping on the job is usually considered a bad thing. But deducting too many hours when workers are getting shut-eye is also not a good move.
A pay cut is one thing, but a host of city employees in Scranton, PA, who were earning an average of $56,000 per year just saw their pay slashed to federal minimum wage levels.
Finance pros are eager to see what the DOL’s new overtime rules will look like this summer — not because they’re fans, but because they want to see how much their FLSA compliance efforts will have to change in a very short period of time (within 60 days, most likely).
A new bill designed to stop misclassification has landed in Congress. Should it pass, you’ll be hit with much more stringent reporting responsibilities.
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.
We realize this is Payroll 101, but you’d be surprised by how many companies run afoul of this basic rule: Just because an employee receives a salary doesn’t mean he or she isn’t entitled to overtime payments.
Now here’s a company that seems to believe in the old adage: “If you’re going to break one rule, you might as well break them all.”
Silicon Valley billionaires probably cringed when they heard about Bay Area tech firm Electronics for Imaging (EFI) recent problem:
Seattle recently decided that the Obama administration’s push for a $10 per hour federal minimum wage just wasn’t enough for its liking.
What’s keeping C-level execs up at night? Just a few small concerns like the new overtime rules, a likely increase in bias claims based on sexual orientation, the Affordable Care Act and the threat of workplace violence.
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