Federal appellate court indicates violations of the Fair Labor Standards Act may also violate federal racketeering statute.
DOL’s new rule is more employer friendly, but it must be adhered to in order to avoid liability.
Department of Labor opinion letter serves as reminder to employers that non-discretionary bonuses impact overtime pay calculations.
PMLA cliff hanger in Supreme Court no excuse for employers to delay action before year end.
Nerd alert! Decimals have their point when it comes to rounding employees’ time under new U.S. Department of Labor opinion.
Employers could gain advantage in potential wage claims by utilizing individual arbitration agreements.
Supreme Court ruling expands interpretation of exemptions under Fair Labor Standards Act.
Employers should consider all the ramifications before taking part in the Department of Labor’s pilot PAID program.
After nine years of class action litigation and appeals, employer’s time shaving policy will cost millions in legal fees, plus an adverse jury verdict.
Presidential directive to Department of Labor could impact retirement plans offered by employers.
Employers are almost out of time to comply with the new Fair Labor Standards Act regulations set to take effect on Dec. 1.
New DOL regulations to dramatically change minimum compensation for exempt employees beginning Dec. 1.
Recent DOL case resolution a reminder to employers that failure to correctly classify individuals as independent contractors or exempt employees could result in expensive class action litigation.
Casino guard meal breaks not compensable under the FLSA because under the “totality of the circumstances” break times were not spent predominantly for the Casino’s benefit.
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- Was the bar for Actionable Federal Discrimination Claims Just Lowered?
- Poor Drafting Leads to Poor Results for Arbitration 'Agreement'
- One, Two, Three Strikes You’re OUT… When Dealing With Attendance Rules!
- Failure To Apply Duties Test Results in Ruling Against Employer in Wage Claim Appeal
- MIOSHA Suspends May 24 Rule, Makes COVID-19 Mitigation Measures Discretionary for Non-Health Care Employers
- ‘VACC To Normal’ Means Back to the Office for Michigan Starting May 24
- Michigan Pushes to Pandemic Finish Line by Promoting Double Vaccine Benefit
- Contractual Limitations Periods and Federal Civil Rights Claims
- Remote Work Still Required Amid Covid-19 Surge in Michigan
- DOL Opinion Letter Withdrawals Continue Under Biden Administration