Buried in the U.S. Labor Department's publication relating to "Establishing a Minimum Wage for Contractors" is a potential recordkeeping landmine.
A quick survey of recent court decisions suggests that the "de minimis" worktime concept is still alive and well.
One should not conclude from a recent, favorable court ruling that FLSA timekeeping obligations are a "set it and forget it" proposition.
A recent California case supports the view that there is nothing inherently unlawful about the proper rounding of employee worktime.
It is not likely that Alan's time between calls would be found to be worktime under the federal Fair Labor Standards Act.
Is an on-call employee's time between calls likely to be deemed to be "hours worked" under the federal Fair Labor Standards Act?
It is still necessary to take wage-hour compliance into account even when one embraces a "flexible workplace" philosophy.
A little-known FLSA overtime exception might allow you to increase employees' basic academic abilities without having to pay FLSA overtime premium for the time they spend learning.
The relevant question under the federal Fair Labor Standards Act gets down to whether Ellen was "engaged to wait" or was "waiting to be engaged".
How much of Ellen's "down time" counts as compensable work under the federal Fair Labor Standards Act?