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.
The wait is over. Secretary of Labor Alex Acosta has finally settled on how he will proceed with his predecessor’s changes to federal overtime rules. His decision, though, has come with an added twist.
With the clock running out for the Department of Labor (DOL) to act on overtime reform, Secretary of Labor Alex Acosta is looking for HR’s advice.
Chances are that you’ve worked overtime trying to get employee classifications right. Between weighing employee wages and job duties, there’s a lot to consider. It’s no surprise that, per Department of Labor (DOL) estimates, over 70 percent of employers get their overtime classifications wrong.
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This month, lawmakers in Washington are debating the merits of an unorthodox idea: compensating nonexempt employees with vacation days in lieu of traditional overtime pay.
The biggest story in all of human resources this year was overtime. On December 1—the day the new overtime rules were set to take effect—Namely hosted a panel of HR and legal experts to discuss just that.