Perhaps the conditions are right for a coalition drawn from employees, employers, and government representatives to wrestle the FLSA into the 21st century.
Is the U.S. Labor Department correct in suggesting that timekeeping can easily be accomplished via a "simple" timekeeping-by-exceptions system?
The Fifth Circuit U.S. Court of Appeals has rejected an employee's claim to have been entitled to FLSA overtime compensation for unreported hours worked.
The Third Circuit U.S. Court of Appeals has ruled that employees who receive the "predominant benefit" of a meal break are not entitled to have the break treated as FLSA worktime.
A report advocating scheduling requirements and limitations in the District of Columbia is representative of a much-broader movement of this kind.
It appears that coordinated efforts to press for legally-mandated scheduling requirements are underway.
Does the FLSA give employees a right to "predictable scheduling"?
The U.S. Supreme Court ruled today that the time non-exempt employees spent in connection with an end-of-workday security screening before leaving the premises did not count as FLSA worktime.
Buried in the U.S. Labor Department's publication relating to "Establishing a Minimum Wage for Contractors" is a potential recordkeeping landmine.
A quick survey of recent court decisions suggests that the "de minimis" worktime concept is still alive and well.