Employers are required to select and document at least one "workweek" that will apply to employees treated as falling within some FLSA exemptions.
Employers must display a revised U.S. Labor Department poster relating to the federal Fair Labor Standards Act.
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.
A report advocating scheduling requirements and limitations in the District of Columbia is representative of a much-broader movement of this kind.
The responses to our earlier poll suggest that many employers maintain records of the hours worked by their exempt employees.
Should an employer keep records of the time worked by employees who qualify for an FLSA minimum-wage and/or overtime exemption?
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 "Payroll Fraud Prevention Act of 2013" would amend the FLSA to impose new prohibitions, requirements, and penalties relating to categorizing a worker as being either an employee or a non-employee, but some changes would be of even-broader impact.