Now that summer is here, you may be planning to hire college interns, which provides you with an opportunity to give something back to the community as well as to identify potential candidates for future job openings. Training interns is a time-honored tradition that when carried out…
Attorney John E Thompson has pulled together a great list of the most prevalent misconceptions that employers have about the federal Fair Labor Standards Act, (FLSA); pulled from the article, “FLSA Famous Last Words”: “Salaried Employees Don’t Have To Be Paid Overtime”…
Two sets of legislation are being reviewed that employers should be aware of. The Pregnant Workers Fairness Act and The Supporting Working Moms Act.
Federal lawsuits against employers are on the rise. United States workers are filing lawsuits alleging employer violations of the wage and hour laws. Employers already know that Federal law requires that you pay your employees no less than the federal minimum wage.
Internships are a wonderful way for students to learn and apply the education received in an undergraduate or graduate field of study to a real-life work environment.
But for many companies, unpaid interns are a source of free labor during a time of ever-shrinking budgets and downsizing.
Most U.S. employers understand that if an employee is asked to work more than 40-hours in a week that they must pay that employee time and one half for every hour worked over 40 as outlined in the Fair Labor Standards Act or FLSA. But are you aware that time worked over 40 can be viewed as mandatory or “forced” overtime?
The Fair Labor Standards Act (FLSA) requires employers to classify positions as either exempt or non-exempt.
The differences between exempt and non-exempt employees can be somewhat confusing, but require careful consideration by employers. Based on FLSA guidelines, employers must consider whether a job is exempt or non-exempt taking into consideration:
“Do I have to pay my employee for every minute worked”?
I know that it sounds like an odd, even absurd question, but managers are consciously or subconsciously tackling this very question every day in scenarios that sound a lot like this:
Here’s a brief, but informative article from the website of Goldberg Segalla, LLP on the implications of Daylight Savings Time on an employee’s pay and employer obligations. It’s one article that you want to bookmark for future reference. Here’s why.
The Americans with Disabilities Act (ADA) insists that an employer provide an individual with a disability what is termed as ‘reasonable accommodation’ whether the individual is already an employee or applying for employment.