Post Epic, FLSA doesn't block individual arbitration of collective actions according to a federal appeals court.
Legislation pending in the House and the Senate would radically transform federal wage-hour requirements and enforcement.
Employers should take steps to lower the risk of a mistaken back-pay ruling in an FLSA "failed exemption" lawsuit.
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.
The U.S. Department of Labor's internal "policy" regarding FLSA liquidated damages remains unclear and undisclosed.
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 reports that a temporary-staffing employee has received $1,152 in back-wages and unspecified "other damages" for what it contended was a violation of the FLSA's Section 7(r).
A recent court decision underscores that employers should not take a "close enough is good enough" attitude where the timely payment of FLSA-required wages is concerned.
A Texas federal court has ordered the U.S. Labor Department to pay more than $560,000 in attorney's fees, paralegal fees, and travel expenses growing out of litigation under the FLSA.
A quick survey of recent court decisions suggests that the "de minimis" worktime concept is still alive and well.