Some salaried employees want to pick up extra hourly shifts — in a warehouse, on a retail floor, at a patient bedside. The DOL just confirmed that arrangement can work under the FLSA, with conditions worth understanding before you build it into your scheduling.
Seven minutes doesn’t sound like much. Multiply it by 18,000 employees, every workday, and it’s a wage and hour audit waiting to happen.
A restaurant charged its servers a dollar a shift for silverware and pens. That dollar voided the tip credit for every hour every server ever worked, and the liquidated damages doubled the bill.
The 2024 overtime rule is officially gone from the federal rulebook. Courts killed it a year and a half ago; the DOL just got around to the paperwork.
New Jersey did not invent a tougher independent-contractor test this spring. It finally wrote down how it has been applying the old one. Continue reading
Three administrations, multiple rules, and still no settled federal standard on joint employment. The DOL’s new proposed rule is the latest attempt to end that uncertainty.
He worked as a building superintendent for three and a half years. His employer conceded he did the work. He was never paid wages after his first two weeks. The New Jersey Supreme Court just explained why that arrangement is going to cost the employer. Continue reading
Can an employee secretly rack up overtime and sue for it later?
The Fifth Circuit says not without proof that the employer knew or should have known about those hours. Continue reading
If your FLSA exemption strategy depends on a minimum one- or two-day guarantee, this decision should get your attention.
The Fifth Circuit just rejected that structure under the statute’s salary-basis test. Continue reading
Yesterday, the Department of Labor announced a new proposal on independent contractor classification. If finalized, the proposal would once again reshape how employers evaluate whether a worker is an employee or an independent contractor under federal law. Continue reading
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