Although the authors cautioned that their findings should not be generalized to minimum wage policies set by other localities, the research has the potential to shape the minimum wage debate nationwide.
Effective November 26, 2017, New York City will require fast food employers to provide advance notice of work schedules to employees and to pay a schedule change premium if hours are changed after required notices, among other things.
The US Department of Labor's recent withdrawal of two administrator interpretations issued during the Obama administration may signal a more employer-friendly enforcement posture under the Trump administration.
New York City freelancers may now enforce their rights under a new law, and the City as well as the Freelancers Union have engaged in a communications campaign to ensure gig workers are aware of their legal options.
California's "day of rest" law does not prohibit employees from working more than six consecutive days, as long as those periods of work stretch across more than one workweek, the Supreme Court of California ruled in Mendoza v. Nordstrom, Inc.
The US House of Representatives has passed a bill that would amend the Fair Labor Standards Act (FLSA) to allow private-sector employers to offer compensatory time off instead of cash for overtime hours.
Paying an employee a lot of money does not necessarily guarantee that he will be exempt from overtime requirements, as the 11th Circuit Court of Appeals' ruling in Freixa v. Prestige Cruise Servs. illustrates.
The Walt Disney Company has agreed to pay $3.8 million in back wages to more than 16,000 employees after the US Department of Labor (DOL) found it had violated the minimum wage, overtime and recordkeeping provisions of the Fair Labor Standards Act (FLSA).
St. Louis is preparing to enforce its recently resurrected minimum wage ordinance, but a bill to preempt it and other Missouri cities from enacting local minimum wage ordinances is advancing quickly through the state legislature.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.