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Wage and Hour Laws Blog

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USDOL's Payroll Audit Independent Determination (PAID) pilot program is meant to provide employers with the framework to proactively resolve potential FLSA claims. Nonetheless, on the whole, it seems that the benefits and risks are not particularly distinguishable from an investigation.

Once upon a time, a seriously-alarmed legislative body concluded that wage-hour claims and litigation had gotten out-of-hand . . .

Legislation pending in the House and the Senate would radically transform federal wage-hour requirements and enforcement.

Employers should be encouraged to make voluntary back-wage payments with confidence that doing so will terminate their FLSA liability.

The U.S. Labor Department's final "Guidance" concerning President Obama's July 2014 "Fair Pay and Safe Workplaces" Executive Order suggests that the agency might be applying an improper standard in determining what is a "willful" violation of the FLSA.

The U.S. Labor Department's Wage and Hour Division is "reach[ing] out" to educate retail workers about their FLSA rights.

The Kentucky Court of Appeals has ruled that neither collective actions nor class actions are authorized under the Kentucky Wages and Hours Act.

A couple of remarks made by Solicitor of Labor M. Patricia Smith at a December continuing-legal-education conference were especially interesting.

President Obama's "immigration accountability" initiative might well result in increased claims by or on behalf of the affected individuals that they have not been paid in compliance with the FLSA.

Contrary to the implications in some reporting on the matter, the effective date of changes in the regulatory definitions of the federal Fair Labor Standards Act's Section 13(a)(15) "companionship" exemption has not been postponed.

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