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FLSA

Here’s the right way to recoup training costs

12/21/2010
It’s expensive to train employees, especially if the content is highly specialized. Smart employers protect their investments by getting employees to agree to repay training costs if they leave soon after receiving the valuable benefit. Just don’t mess with the employee’s final paycheck.

DOL teams up with private lawyers to encourage FMLA, FLSA lawsuits

12/14/2010
The DOL has unveiled a first-of-its-kind arrangement: an attorney-referral partnership with the American Bar Association to help more employees file FMLA and FLSA lawsuits. Find details on this new program, as well as links to HR Specialist resources that can keep you from becoming a target of this looming legal dragnet.

Regularly review wage-and-hour compliance

12/13/2010

When an employee hires an attorney, you can bet that the lawyer will go looking for as many legal claims as possible. And high on the list of possible claims are wage-and-hour matters. That’s how something as simple as an unemployment compensation consultation can wind up turning into a major lawsuit.

Make choice up front: Employee or contractor

12/10/2010

Adding staff? Decide before you hire whether you want an employee or an independent contractor. Under the FLSA and some states’ laws, you must pay overtime to nonexempt employees—not so for independent contractors. Make the employee-or-contractor call well before you bring someone on board. Don’t assume you can make the designation later.

St. Louis Metro workers settle pre-, post-work OT suit

12/09/2010
Reservation clerks and dispatchers for the St. Louis Metro mass transit system have settled an overtime dispute for $175,000. The money will be split among approximately 100 workers. The St. Louis Metro serves the city and suburbs in Missouri and Illinois.

How should we tally overtime pay when employees earn different amounts at different times?

12/09/2010
Q. We have employees who work on-call and often accrue overtime hours. They receive a different amount of pay for on-call work than regularly scheduled work time. How do we calculate their regular rate of pay for overtime purposes?

When setting pay and bonus plans, take both federal and Minnesota laws into account

12/09/2010

A recent state Supreme Court decision highlights one of the unique problems facing employers: While a pay practice may be valid under state law, it may be illegal under federal law. To ensure they’re in full compliance, employers must be prepared to change their pay practices to conform with the most restrictive law.

It takes just a handful of workers to make a class action

12/06/2010
It’s every employer’s nightmare: A disgruntled former employee files a lawsuit alleging you didn’t pay overtime. Then he asks to turn it into a class action, representing other employees. Now a claim worth a few hundred dollars has turned into a major lawsuit.

Review duties, update job descriptions yearly to ensure employees are properly classified

12/02/2010

As job duties change, evolve or grow, make sure you regularly review employee responsibilities, update job descriptions to reflect the reality on the ground and determine if the job is properly classified as exempt or nonexempt. Don’t rely on an analysis that’s even a couple of years old—or even an analysis provided by the DOL itself.

Can we deduct pay from an exempt worker who takes FMLA leave? If so, how should we calculate it?

12/01/2010
Q. An exempt employee recently requested intermittent leave under the FMLA … FMLA leave at our company is unpaid. Can we deduct from the employee’s salary for absences of less than a day and still classify her as exempt? If so, how do we calculate how much FMLA time the employee is using?