Q. We have salaried, exempt employees who take increments of vacation time (anywhere from one hour to seven hours at a time) instead of one full day. Is this legal? Or should they take only full-day vacation? —C.D., New Jersey
Issue: Even if it employs fewer than 50 people, your organization could be subject to FMLA compliance. Risk: Being affiliated with another organization could mean that, together, the two organizations …
When slapped with a pay-related lawsuit, the last thing you want is for other employees and ex-employees to piggyback on that suit, creating a big "collective action" case. Good news: AA new court ruling highlights a successful defense against such suits …
Q. Can we require full-time nonexempt employees to attend work-related functions after regular hours? If so, should this time be compensated? —M.A., Texas
Issue: Should you pay employees for time spent putting on and taking off work clothes? Benefit: Recent court case limits your obligations under so-called “donning and doffing” laws …
Don’t expect the Labor Department’s proposal to revamp the Fair Labor Standards Act’s overtime provisions to take effect anytime soon. Labor received thousands of comments on the rules, proposed in March …
Issue: Paying nonexempt workers for travel time can be tricky, especially if it involves several work sites or overnight travel. Risk: Thousands of dollars, or more, in back pay …