Got Interns ? Since 2010, the U.S. Department of Labor (DOL) has used a six-factor test to determine whether an unpaid intern, working for a private sector, for profit employer can be properly classified as an unpaid intern. Not surprisingly, perhaps federal courts have failed to follow that test, finding it too rigid and inflexible.
Just as Texas begins its slow recovery from Hurricane Harvey, Florida braces for Hurricane Irma. So, we must, again, look at wage and hour rules:
As hurricanes Harvey and Irma made landfall in the U.S. over the past two weeks, no one could have imagined the historical nature of their effects. Even the best prepared contingency plans were put to the test.
What is HR’s role in crisis planning and recovery?
For Texas employers, particularly in and around Houston, the priority is helping employees and remaining as operational as possible. Just a reminder of the wage and hour rules that apply to remaining as operational as possible:
A regular round up of news, legal trends and workplace developments to help keep HR ahead of the curve
By now you’ve undoubtedly heard about monumental changes to the Fair Labor Standards Act (FLSA) taking effect in December 2016, but the actual impact of those changes on your business and the potential consequences if the transition isn’t handled properly remain firmly on the horizon.
Jeff Ranen’s inbox filled up fast when a new California law opened the door to holding company executives personally liable for wage and hour violations. “I got a lot of panicked e-mails from clients,” said Ranen, a partner in the Los Angeles office of Lewis Brisbois Bisgaard & Smith.
Did you know there are more hourly workers than salary workers in the United States?
For those of us that are desktop workers, we identify with salaried employees and often think we are the majority. If you work in an industry with hourly workers, you may not be surprised to learn that a majority of workers in the US are employed at an hourly wage.
Wage and Hour Opinion Letters 'Sorely Missed'
It seems that everyone wants a seat at the table these days, including college athletes. However, it’s not the boardroom table where they want a voice and a vote. It’s at the bargaining table.
An Aug. 4, 2014, settlement between the U.S. Department of Labor and LinkedIn illustrates that not training employees and managers on Fair Labor Standards Act (FLSA) requirements may prove much costlier than providing the training in the first place.
LinkedIn agreed to pay $3.35 million in overtime back wages and $2.51 million in liquidated damages to 359 employees working at company branches in California, Illinois, Nebraska and New York. The Wage and Hour Division found that the company was in violation of overtime and record-keeping provisions of the FLSA.
Forget the idea that Millennials would rather have flexible hours than a good salary. A recent survey by Business Insider and News to Live By found that pay came first when U.S. adults ages 18 to 36 were asked what matters most to them in a job, followed by meaningful work and a positive relationship with co-workers.
Flexibility was important, but it trailed in fourth place.
Rejecting a call to place a proposed minimum wage hike on the November ballot as a referendum item, on July 14,2014, the San Diego City Council approved an ordinance raising the city’s minimum wage to $11.50 per hour by 2017.
The wage increase will be phased in over a three-year period. In January 2015, the minimum wage will increase to $9.75; in January 2016 it will increase to $10.50; and in January 2017 it will increase to $11.50. Thereafter, the minimum wage will increase on an annual basis as determined by a Consumer Price Index.
A number of bills enacted in 2013 took effect on July 1, 2014. These include bills that:
First Part of Two-Step Minimum Wage Increase (AB 10)
More than half of all U.S. employers (56 percent) expressed concern with stepped-up rulemaking and enhanced federal agency enforcement, according to the 2014 Executive Employer Survey report from law firm Littler.
In a long-awaited decision, California’s highest court on May 29, 2014, affirmed a 2012 state court of appeals decision vacating a $15 million judgment in a misclassification class action brought under state law. In the lawsuit, which was brought against U.S.