The inapt use of phrases like "pay for" might create unanticipated compensation disputes.
Summer's approach has sparked renewed interest in the FLSA's exception permitting employers to pay a lower wage-rate of at least $4.25 an hour to teen workers for the first 90 days of their employment.
Employers who plan to hire anyone under 18 years old this summer should be thoroughly familiar with the child-labor limitations prescribed under the FLSA.
The U.S. House of Representatives is considering legislation that would amend the FLSA to permit private-sector employers to offer compensatory time off in lieu of monetary overtime compensation.
Employers should be encouraged to make voluntary back-wage payments with confidence that doing so will terminate their FLSA liability.
U.S. Labor Secretary candidate Alexander Acosta's March 22 confirmation hearing might have provided insight into some potential Labor Department actions affecting the FLSA and analogous federal laws.
Management's signing a U.S. Wage and Hour Division "Summary of Unpaid Wages" on-the-spot might complicate later challenges to the factual assumptions, reasoning, and/or legal conclusions underlying the back-wages assessed.
After more than a year, USDOL has finally disclosed at least some information concerning its "policy" of sometimes insisting that an employer pay liquidated damages as a condition of resolving alleged FLSA violations at the investigative stage.
A recent settlement emphasizes that employers must be sure they are prepared to respond appropriately to a nursing mother's request for breaks to express breastmilk.
Employers must take into account the wage-hour requirements and restrictions of all jurisdictions in which they employ tipped workers, as well as how these provisions interact with the FLSA's requirements.