Employee participation during regular work hours in a training program that directly relates to their jobs is considered compensable working time under the Fair Labor Standards Act (FLSA), according to the US Department of Labor (DOL).
New guidance from the US Department of Labor reaffirms that an employer may avoid liability under the Fair Labor Standards Act (FLSA) by establishing procedures for employees to report unscheduled time and then compensating them for any time they report, regardless of whether or not it requested the work.
In Frlekin v. Apple, the Supreme Court of California held that the time employees spend waiting for and undergoing required exit searches of packages, bags or cellphones they voluntarily bring to work counts as compensable working time under California law.
McDonald's has settled a wage theft class action that accused the fast-food chain of underpaying 38,000 workers at its California restaurants by failing to give them adequate rest breaks and denying overtime pay.
Having an employee handbook that prohibits employees from working during meal periods is not enough for Oregon employers to avoid liability, the Oregon Court of Appeals held in Maza v. Waterford Operations.
Many notable employment law developments recently took effect in Maine, including new wage theft and noncompete agreement laws, new pregnancy accommodation requirements and more.
Chicago has passed the Fair Workweek Ordinance requiring employers to provide employees advance notice of work schedules and additional pay for schedule changes.
The US Department of Labor opined about permissible rounding practices for calculating an employee's hours worked; the calculation of overtime pay for nondiscretionary bonuses paid on a quarterly and annual basis; and the application of the highly compensated employee exemption to paralegals.
A new Colorado law makes it a felony for an employer to fail to pay employee wages. Wage theft has been seen as a significant issue, particularly in the construction industry.
An employer may use an employee's time spent volunteering as a factor in calculating whether to pay the employee a bonus, without incurring an obligation to treat that time as hours worked under the Fair Labor Standards Act (FLSA), the US Department of Labor (DOL) reiterated in a new opinion letter.
News: HR guidance on complying with the FLSA hours worked requirements.
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