USDOL's Wage and Hour Division has clarified an aspect of the FLSA's 7(i) exemption and simultaneously reminded all that the principles, not lists and examples, control.
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.
A recent court decision reaffirms that properly-handled recoupments of minimum-wage supplements advanced against future commission earnings are lawful under the FLSA.
The FLSA's Section 7(i) might provide an alternative for retailers for whom the coming "white collar" exemption revisions present difficulties.
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 potential impact of the U.S. Labor Department's unfounded fluctuating-workweek commentary could be exacerbated by unnecessarily dire observations.
More than ever, retailers are being squeezed between rising costs (including labor expense) and sagging revenue. What if there was a lawful way to compensate retail employees that gives them a stake in working to increase sales while at the same time eliminating the need to pay overtime? There is such an alternative, but many employers are overlooking it.
The federal Fair Labor Standards Act does not require overtime to be calculated in the way shown in our June 11 post.
Consider this hypothetical to check your thinking about how to figure commission overtime under the federal Fair Labor Standards Act.