By Michael Burns, courtesy of SBAM Approved Partner ASE Of the five major Fair Labor Standards Act (FLSA) exemptions (there are close to 21 other FLSA industry or job exemptions), one of […]
By Anthony Kaylin, courtesy of SBAM Approved Partner ASE A new case has been filed in the Northern District of Texas which could upend the Fair Labor Standards Act law […]
By Anthony Kaylin, courtesy of SBAM Approved Partner ASE A recent U.S. Fifth Circuit Court of Appeals court case brought up the issue of the salary basis test. The case […]
In a highly technical environment, a major issue that has gained momentum in the growing wage and hour lawsuits is the determination of base pay wage rate for calculating overtime. The question is what needs …
Employers now have more clarity and flexibility about which perks they can include in workers' "regular rate" of pay, which is used to calculate overtime premiums under the Fair Labor Standards Act (FLSA).
The U.S. Department of Labor Wage and Hour Division published the final exempt regulations.
The U.S. Department of Labor announced this week that the Office of the Federal Register has published the Department’s Notice of Proposed Rulemaking that would make more than a million more American workers eligible for …
Last week, the U.S. Department of Labor published its new proposed rule raising the Fair Labor Standards Act (FLSA) “white collar” exemption to $35,308/year or $679/week from $23,660/yr. or $455/week.
Does an employer have to pay an applicant for interviewing for a job?
Employers can expect some changes to the FLSA as the Trump administration’s Department of Labor (DOL) looks to make its mark on this now 80-year old law.
Calculating time worked for non-exempt employees who travel for their job is a challenge for many employers.
One of the trickier areas of wage and hour compliance is calculating hours worked when non-exempt employees travel on company business.
Despite court injunction of revised exemption rule and USDOL rule review – do employers still need to comply?
Another blow was landed against the Obama administration’s effort to change US wage and hour law without passing an amendment to the almost 80-year old Fair Labor Standards Act (FLSA).
