An innocuous-sounding bill proposing"to permit employees to request, and to ensure employers consider requests for, flexible work terms and conditions" would impose yet-more employer burdens.
The 7th Circuit U.S. Court of Appeals has adopted an employer-favorable approach to calculating overtime for an employee who was misclassified as exempt.
Our last post provoked an inquiry about what impact, if any, after-hours or off-day use of a BlackBerry® or another personal digital assistant might have with respect to employees whom an employer treats as exempt under one of the federal Fair Labor Standards Act's executive, administrative, or professional exemptions. The U.S. Labor Department's exemption regulations for these so-called "white collar" employees require that most such employees be paid on a "salary basis" in order to be exempt. This is where the problem might arise.