Those who employ workers in New Hampshire should be aware of the state's revised wage regulations.
Employers must display a revised U.S. Labor Department poster relating to the federal Fair Labor Standards Act.
Employers must steer clear of the misconception that job descriptions alone can "make" employees exempt under the FLSA's so-called "white collar" exemptions.
It seems unlikely that recent Congressional proposals will succeed in stopping, deferring, changing, or curtailing the enforcement of the U.S. Labor Department's coming increases in the minimum dollar thresholds required for most of the FLSA's so-called "white collar" exemptions.
The U.S. Labor Department has issued an Interim Final Rule that will substantially increase the civil money penalties it can impose for certain violations of the federal Fair Labor Standards Act and related regulations.
There is no such thing as an FLSA "subminimum wage for tipped workers".
What will and will not count as "nondiscretionary" bonuses and incentive payments for purposes of the U.S. Labor Department's coming alternative 90%/10% approach to meeting the FLSA "white collar" exemptions' salary test?
One aspect of the U.S. Labor Department's revised compensation requirements for the federal Fair Labor Standards Act's Section 13(a)(1) "white collar" exemptions could mean that some employers will have to keep records of at least some of these exempt employees' hours worked.
Is the U.S. Labor Department correct in suggesting that timekeeping can easily be accomplished via a "simple" timekeeping-by-exceptions system?
Section 3(m) of the federal Fair Labor Standards Act allows a portion of a tipped employee's FLSA-required minimum wages to consist of tips. Unfortunately, it is all-too-common for employers to make expensive mistakes where tips are concerned.