The 3rd Circuit U.S. Court of Appeals is the latest to embrace broader and more employee-friendly federal principles in deciding who might be a successor to FLSA liability.
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.
A decision by the 5th Circuit U.S. Court of Appeals both illustrates and exacerbates the morass into which the calculation of overtime pay has descended in so-called "failed exemption" cases under the FLSA.
FLSA violations can result in more than just back-wage payments and other civil remedies.
A decision from the 7th Circuit U.S. Court of Appeals offers an important reminder to employers about the potential for successor liability under the FLSA.
The 7th Circuit U.S. Court of Appeals has adopted an employer-favorable approach to calculating overtime for an employee who was misclassified as exempt.