Employers are required to select and document at least one "workweek" that will apply to employees treated as falling within some FLSA exemptions.
Whether an employee is due FLSA overtime compensation is not based upon how many hours he or she works in a particular job.
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.
A federal appellate court has re-affirmed that the FLSA permits an employer to change its seven-day workweek, even when a stated reason for doing so is to reduce FLSA overtime costs.
A compressed schedule colloquially called a "9/80" plan seems to be making a comeback.
Our prior post raised questions about how to calculate a non-exempt employee's pay for the timeframe during which the employer changes the workweek.
FLSA compliance is typically measured with reference to a "workweek", an important term that has a specific meaning.