Employers often have pay plans detailing the events that trigger an employee's entitlement to commission payments. A recent Seventh Circuit decision serves as a reminder that employers should closely consider the particular position when doing so.

Perhaps the conditions are right for a coalition drawn from employees, employers, and government representatives to wrestle the FLSA into the 21st century.

Some employers have adopted one or more of a variety of percentage-based approaches to dealing with the FLSA overtime ramifications of bonuses.

A recent $4 million settlement between the U.S. Labor Department and a Texas healthcare employer highlights a recurring overtime issue under the FLSA.

The 6th Circuit U.S. Court of Appeals might review a federal judge's decision to defer to one of the U.S. Labor Department's April 2011 fluctuating-workweek assertions.

It is more important than ever to be clear-headed and articulate in opposing the proliferation of the U.S. Labor Department's muddled misconception that bonuses are supposedly "incompatible" with fluctuating-workweek pay plans.

The potential impact of the U.S. Labor Department's unfounded fluctuating-workweek commentary could be exacerbated by unnecessarily dire observations.

The U.S. Labor Department's April 5 Final Rule attempts to restrict fluctuating-workweek pay plans in two ways.

FLSA overtime must be computed on a bonus paid to eligible nonexempt employees for the prior calendar year which was based upon whether the employer's overall performance exceeded certain standards.

Every February 1, Acme Banking pays a bonus to eligible nonexempt employees for the prior calendar year if Acme's overall performance exceeded certain standards. Is overtime premium due on that bonus?