Employers must take into account the wage-hour requirements and restrictions of all jurisdictions in which they employ tipped workers, as well as how these provisions interact with the FLSA's requirements.
Employers should keep in mind that an applicable state law might affect whether a "fluctuating workweek" arrangement is permitted for workers in that jurisdiction.
Employers should review our summary chart to be sure that they are aware of applicable state minimum-wage increases for 2017.
South Carolina employers' preparations for changes in the FLSA's "white collar" exemption regulations must take into account the state's law requiring advance notice of modifications in an employee's pay plan.
Those who employ workers in New Hampshire should be aware of the state's revised wage regulations.
Be sure you are aware of all applicable state and local minimum-wage increases for 2016.
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.
The Kentucky Court of Appeals has ruled that neither collective actions nor class actions are authorized under the Kentucky Wages and Hours Act.
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.