Will we see legislation for a $15 federal minimum wage in 2021? It’s unclear. But an increase is looking more … Read more
As a result of the new FLSA rule raising the minimum salary to $913/week, many formerly exempt or “salaried” employees will become non-exempt or “hourly.” This can pose a challenge for managers who are not used to supervising hourly workers. Here are some specific guidelines to help you stay on the right side of the law with newly non-exempt employees:
Here’s a good rule of thumb: Employees must be compensated for time spent at lectures, seminars, training programs or meetings if attendance is required or if the event is directly related to the employee’s job.
Will we see legislation for a $15 federal minimum wage in 2021? It’s unclear. But an increase is looking more … Read more
Time and pay rules under the Fair Labor Standards Act (FLSA) are complicated — particularly for small businesses without the … Read more
What used to be the rare exception for a handful of employees has become more mainstream. Today, flexible scheduling is … Read more
Wage and hour violations are a frequent source of trouble for employers, where Fair Labor Standards Act (FLSA) oversights can … Read more
After months of anticipation, the U.S. Department of Labor announced the final rule on the overtime provisions under the Fair … Read more
The wait and uncertainty regarding potential new overtime regulations are over. On September 24, 2019, the Department of Labor (DOL) … Read more
In a perfect workplace, employee absences would always be scheduled well in advance. But you know the drill … Carl … Read more
Your star employees keep you smiling every day, while poor performers have you pulling your hair. And it’s usually easy … Read more
At ComplyRight, our mission is to free employers from the burden of tracking and complying with the complex web of federal, state and local employment laws, so they can stay focused on managing and growing their businesses.
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