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.
A "comp time" bill recently introduced in the U.S. Senate might presage intensified efforts to raise the FLSA's minimum wage.
The best answer to our May 8, 2013 Quick Quiz is, "$110.00".
How do the FLSA's overtime requirements affect payment on a "day rate" basis?
What might be the tradeoff for groundbreaking FLSA minimum-wage increases?
Congress's 2013 appropriations apparently continue to prohibit the U.S. Labor Department from using any funds to challenge the FLSA Section 13(b)(10)(A) overtime exemption as applied to dealership employees performing the typical work of service writers, service advisors, etc.
Two new court rulings find the FLSA's Section 13(b)(10)(A) overtime exemption to apply, notwithstanding the U.S. Labor Department's 2011 commentary.
Whether an employee is due FLSA overtime compensation is not based upon how many hours he or she works in a particular job.
Now that the election is behind us, employers should consider what they might anticipate in the field of wage-hour law.
Employers should be sure to consider ALL of the relevant directives and prohibitions as they decide how to proceed in the wake of Hurricane Sandy.