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.
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
If you manage hourly employees, it’s critical to accurately track all of their hours worked. If you cheat an employee … Read more
In a perfect workplace, employee absences would always be scheduled well in advance. Don’t let chronic absenteeism hurt your business! … 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
In early 2017, we brought your attention to a growing trend with the minimum wage: With no activity at the … Read more
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