The USDOL has proposed to update its guidance regarding how the "regular rate" is calculated for purposes of overtime pay.
Despite most of the government being occupied with the "shutdown" dilemma, the unaffected USDOL has remained busy and gifted us with two opinion letters today.
The USDOL recently announced that it will continue its Payroll Audit Independent Determination (PAID) program, and wasted no time beginning its efforts to further educate employers and attorneys about the benefits of the program.
USDOL's Payroll Audit Independent Determination (PAID) pilot program is meant to provide employers with the framework to proactively resolve potential FLSA claims. Nonetheless, on the whole, it seems that the benefits and risks are not particularly distinguishable from an investigation.
Whether an employee is due FLSA overtime compensation is not based upon how many hours he or she works in a particular job.
A federal appellate court has re-affirmed that the FLSA permits an employer to change its seven-day workweek, even when a stated reason for doing so is to reduce FLSA overtime costs.
Recent U.S. Labor Department news releases show something important about its current approach to enforcing the federal Fair Labor Standards Act.
Our prior post raised questions about how to calculate a non-exempt employee's pay for the timeframe during which the employer changes the workweek.
FLSA compliance is typically measured with reference to a "workweek", an important term that has a specific meaning.
The 7th Circuit U.S. Court of Appeals has adopted an employer-favorable approach to calculating overtime for an employee who was misclassified as exempt.