The absolute worst feeling that a payroll professional can have is finding out someone didn’t get paid.
While that stings for us, it’s even worse for the ones who wake up to an empty bank account on payday. Last week, roughly 800,000 federal employees experienced that due to a partial government shutdown.
Eventually, most of these employees will be paid for their time. And given that the shutdown started back in December, it's a sure bet that payroll professionals like me will be asked to process plenty of retroactive payments. Here’s how those should be handled.
The Fair Labor Standards Act (FLSA) recently turned 80—an anniversary celebration that went largely unnoticed by national news media, perhaps, for good reason. Despite its past and current role in regulating working conditions and workers’ rights, many feel the law is outdated and in need of a rewrite.
The decade's most hotly anticipated change to employment law has been delayed yet again.
Last week, the Department of Labor (DOL) announced that it was postponing the release of its overtime rule changes until March 2019. Earlier this year, the agency said it hoped to unveil them by January. The announcement marks just the latest turning point in a regulatory soap opera that dates back to 2015.
Businesses looking for closure on overtime will need to wait a bit longer. In an announcement last week, the Department of Labor (DOL) revealed that it was planning to unveil its proposed changes to overtime rules in January 2019.
Where does the time go? When it comes to managing HR and payroll, losing track of time is never a good thing. Accurately recording employee hours consistently ranks as one of the most stubborn compliance changes companies face.
If you view overtime reform as a partisan issue, remarks from Secretary of Labor Alex Acosta may give you reason to reconsider. Per a recent Bloomberg report, the Department of Labor (DOL) head told business leaders that he was leaning towards tying the minimum salary for overtime exemption to inflation. The news closely follows the agency’s surprise appeal of the court injunction that halted last year’s overtime rule changes.
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On the clock, or off the clock—that is the question. In other words, what actually counts as work? While it’s no secret that wage-and-hour rules can be convoluted, the Fair Labor Standards Act (FLSA)’s provisions here are surprisingly clear. For hourly or nonexempt employees, time spent doing even the most unassuming task could be considered compensable. Skimming work emails while on vacation? Check. Traveling to a conference? Maybe.
By this time next year, overtime as we know it could change forever.
Labor is often a business owner's biggest line item—and it's a line item made even bigger by unnecessary overtime costs, employee time theft, and buddy punching.
Regulations around wages can be complex and varied, but as an HR professional it’s your job to ensure that employees are being properly compensated. The truth is that 70-90 percent of employers get the Fair Labor Standards Act (FLSA) duties test wrong. There are several factors to consider when classifying employees as overtime exempt or non-exempt, such as role, wage, job duties, and office location. That's why it's important to know the rules of FLSA status and correctly classify employees. Here are three tips to help put you on the right track.