From FLSA enforcement programs to compliance resources, the USDOL has stepped up and provided timely guidance that ultimately can benefit everyone, if employers understand what the various materials do and do not say.
The U.S. Labor Department reports that a temporary-staffing employee has received $1,152 in back-wages and unspecified "other damages" for what it contended was a violation of the FLSA's Section 7(r).
Prudent employers will consider ahead of time how they plan to respond when an employee invokes the FLSA's nursing-mother break requirement.
Our earlier post about the U.S. Labor Department's position on unauthorized extensions of rest breaks has generated additional comments and questions.
If an employee stretches a rest break beyond the allotted time, does the federal Fair Labor Standards Act allow the excess to be treated as unpaid?