Editor's Choice

All Items: Wage and Hour

  • January 1, 2018 Compliance Requirements

    Date:
    December 21, 2017

    Numerous legislative changes take effect January 1, 2018 affecting minimum wage rates, recruiting and hiring, paid sick leave and more. An employer should take note of these legal developments and ensure it takes the appropriate steps to comply.

  • FLSA Working Time: New Liveflo Workflows Published!

    Date:
    December 14, 2017

    XpertHR's innovative Liveflo Tool now includes four new workflows to help an employer determine whether certain activities count as hours worked under the Fair Labor Standards Act (FLSA).

  • Wage and Hour Topics Reorganized and Streamlined

    Date:
    November 13, 2017

    To better reflect the terminology used most often by HR, XpertHR has renamed the Topic formerly called Employee Compensation as Wage and Hour.

  • Day of Rest Laws: New Chart Added, Employment Law Manual Enhanced

    Date:
    July 31, 2017

    Many states require employers to provide employees with a day of rest on Sundays, on their Sabbath, or when they have worked a certain number of hours or days in a row. To help employers comply with these laws, XpertHR has added a new chart and enhanced several sections of the Employment Law Manual.

  • July 1, 2017, Compliance Requirements

    Date:
    June 21, 2017

    Numerous legislative changes take effect July 1, affecting minimum wage rates, employee leaves, recruiting and hiring, and more. An employer should take note of these legal developments and ensure it takes the appropriate steps to comply.

  • Municipal Preemption

    Date:
    April 5, 2017

    Many states have passed laws that prohibit local governments from adopting, enforcing or administering an ordinance or local resolution on certain issues, such as minimum wage or employee leaves.

  • Interns

    Date:
    April 18, 2014

    When school is out, many students and new graduates look to gain real-world experience through internships. However, an employer hoping to take advantage of these interns as a source of free labor should think twice. Unless an internship satisfies strict criteria, interns must be treated like employees, meaning they must be paid the minimum wage and overtime.

  • Independent Contractors

    Date:
    April 18, 2014

    Employers that care more about an end result than how it is achieved can avoid certain taxes, legal liabilities and administrative challenges by hiring independent contractors instead of employees. The risks of incorrectly classifying a worker as an independent contractor instead of an employee, though, have never been higher.

About This Category

Editor's Choice: HR and legal considerations for employers regarding federal and state wage and hour laws.