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.
The U.S. Labor Department has recently given us information relating to its enforcement of the FLSA requirement to grant breaktime to an employee for the purpose of expressing breastmilk for her nursing child.
A federal court has ruled that an employee could not enforce the FLSA's Section 7(r) in a lawsuit.
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?
Interpretations proposed by many commenters would place employers in yet another legal minefield.
The U.S. Labor Department has now published "preliminary interpretations" and a request for information regarding this year's federal Fair Labor Standards Act lactation-break amendment.
The U.S. Labor Department has released its general views about the meaning of the federal Fair Labor Standards Act's new lactation-break requirement.