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.
Perhaps the conditions are right for a coalition drawn from employees, employers, and government representatives to wrestle the FLSA into the 21st century.
The responses to our earlier poll suggest that many employers maintain records of the hours worked by their exempt employees.
Should an employer keep records of the time worked by employees who qualify for an FLSA minimum-wage and/or overtime exemption?
A quick survey of recent court decisions suggests that the "de minimis" worktime concept is still alive and well.
A recent California case supports the view that there is nothing inherently unlawful about the proper rounding of employee worktime.
The U.S. Labor Department is again encouraging employees to keep private records, this time via an iPhone app it developed.
A timekeeping requirement, an hours-worked expectation, and a make-up policy for exempt supervisors do not destroy the FLSA's "salary basis" of pay.
Do a timekeeping requirement, an hours-worked expectation, and a make-up policy for exempt supervisors destroy the FLSA's "salary basis" of pay?
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.