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Wage and Hour Laws Blog

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.

The U.S. Department of Labor should disavow and withdraw statements made in 2011 that were intended to undercut the use of fluctuating-workweek pay plans under the FLSA.

For the second time in less than a year, the U.S. Department of Labor is increasing the civil money penalties available for certain violations of the FLSA and/or related regulations.

Employers are required to select and document at least one "workweek" that will apply to employees treated as falling within some FLSA exemptions.

The U.S. Department of Labor's internal "policy" regarding FLSA liquidated damages remains unclear and undisclosed.

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