Favorable court rulings regarding off-the-clock work require more than the right policies, but illustrate the magnitude of such policies under the right circumstances.

The 5th Circuit U.S. Court of Appeals has rejected an employee's claim to have been entitled to FLSA overtime compensation for unreported hours worked.

A quick survey of recent court decisions suggests that the "de minimis" worktime concept is still alive and well.

One should not conclude from a recent, favorable court ruling that FLSA timekeeping obligations are a "set it and forget it" proposition.

A recent California case supports the view that there is nothing inherently unlawful about the proper rounding of employee worktime.

It is not likely that Alan's time between calls would be found to be worktime under the federal Fair Labor Standards Act.

Is an on-call employee's time between calls likely to be deemed to be "hours worked" under the federal Fair Labor Standards Act?

The relevant question under the federal Fair Labor Standards Act gets down to whether Ellen was "engaged to wait" or was "waiting to be engaged".

How much of Ellen's "down time" counts as compensable work under the federal Fair Labor Standards Act?

An increasing number of federal Fair Labor Standards Act lawsuits and U.S. Labor Department investigations include claims based upon the employer's automatically deducting meal periods from non-exempt employees' recorded worktimes.