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Wages & Hours

Chasing the next story a bad career choice

06/14/2016
For the third year in a row, journalism brought up the rear in employment research firm CareerCast.com’s annual 10 Job Rated Worst Jobs report.

Snapshot: Who is responsible for recruiting?

06/14/2016

Who handles the recruiting in your company?

Is timekeeping software the OT answer?

06/13/2016
When the Department of Labor released the final overtime regulations last month, the agency also put out extensive guidance on how to account for hours worked. The DOL suggested that employers and employees can simply agree on a set schedule, with the understanding that employees would report any deviations from the usual to their boss.

You have until December to comply with new overtime regulations

06/09/2016
Following two years of development and debate, the U.S. Department of Labor in May released a sweeping overhaul of the regulations for paying overtime to exempt, white-collar employees.

What’s not included in the new OT regulations

06/07/2016
The new Department of Labor overtime rules will change the way many employers do business. On the other hand, there’s much that did not change.

Your timeline to meet the overtime deadline

06/06/2016
Follow this timeline to stay on track with the new overtime regulations.

Snapshot: States benefiting most from the new overtime rules

06/03/2016
Some states will see more than 4% of workers be newly eligible for OT under the new labor rules.

‘No commission’ ad doesn’t destroy exemption

06/02/2016
A recent court decision is good news for employers of commissioned, exempt salespeople that also imply in their advertising that the salespeople don’t work on commission.

Snapshot: Who benefits from DOL’s new white-collar overtime pay rules?

06/02/2016
The Department of Labor says new federal rules will make 4.2 million more white-collar workers eligible for overtime pay.

Do OT rules mean end of exempt part-timers?

06/02/2016
The new overtime rules for white-collar employees could force some employers to reconsider allowing part-time work for exempt staff—or to seek ways to reclassify those positions as nonexempt.