Department of Labor opinion letter serves as reminder to employers that non-discretionary bonuses impact overtime pay calculations.
Supreme Court’s decision leaves Michigan’s Paid Medical Leave Act intact, for now.
PMLA cliff hanger in Supreme Court no excuse for employers to delay action before year end.
Employer avoids slicing this FMLA abuse claim out of bounds by hiring private investigator.
Although recreational marijuana is now legal in Michigan, your employment policies can still prohibit its use.
Appellate court found employer’s verbal agreement may constitute an enforceable employment contract, although the written agreement was never signed.
Policies are great but employers must ensure manager and HR compliance in order to present a solid defense to employee discrimination claims.
Federal appellate court rules Ohio employer violates FMLA with convoluted no-fault attendance policy for employees.
Nerd alert! Decimals have their point when it comes to rounding employees’ time under new U.S. Department of Labor opinion.
Movie theater “stars” in who done it thriller under Uniformed Services Employment and Re-Employment Rights Act (USERRA).
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- Employment Liability
- Labor Law
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- Department of Labor (DOL)
- Fair Labor Standards Act (FLSA)
- Minimum Wage
- Family Medical Leave Act (FMLA)
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- Non-Discretionary Bonuses Affect Overtime Pay, Other Wage Issues
- Michigan Supreme Court Decides not to Issue Advisory Opinion on Constitutionality of the PMLA
- Employers Should act Despite Supreme Court ‘Adopt and Amend’ Cliff Hanger
- Appellate Court Scores Employee’s FMLA Abuse Claim as Below Par
- What Should Michigan Employers do now That Recreational Marijuana Is Legal?
- Lessons Learned – Part Three – The Oral Contract
- Lessons Learned – Part Two – Punitive Damages
- Lessons Learned Series - Part One - No-fault Attendance Policies
- DOL Gets Granular on Rounding of Employees’ Time
- Federal Appellate Court Finds Potential USERRA Violations