In $100M Suit, a Moody Alleges Galveston Firm Used 'Parasitic Relationship' to Get Rich at His Family's Expense
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As Pennsylvania inches its way toward the yellow phase, employees and employers alike will be confronted with plenty of reopening challenges.
A consistent theme has emerged in the SEC's COVID-19 response: the commission wants to offer flexibility to account for unavoidable difficulties that have arisen due to the pandemic, but the law still applies.
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Court nixes overtime for food distribution efforts | News | delrionewsherald.com
Energy Groups Fight 5th Circ. Revival Of Rig Worker's OT Suit - Law360
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New York City taco chain workers allege 'bad faith' wage and hour violations | HR Dive
Employers are obligated to keep track of workers' hours who receive minimum wage and pay them accordingly, including if excess hours result in overtime, according to federal law.
The FLSA creates the right to a minimum wage, and time-and-a-half overtime pay when employees work more than 40 hours a week. However, it provides exemptions from this rule if employees pass a salary threshold and meet a duties test. The law also sets out strict recordkeeping requirements.
Many things are taking place:
U.S. Department of Labor Announces Two New Overtime Rules - Lexology
Last week, the U.S. Department of Labor (DOL) released two new rules relating to overtime calculations and exemption eligibility under the Fair Labor Standards Act (FLSA). The first rule allows employers to pay bonuses or other incentive-based pay to salaried, non-exempt employees whose hours vary from week to week.
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On May 20, 2020, the DOL announced a final rule that expressly states that employers can pay bonuses, premium payments, or other additional pay (like commissions or hazard pay) to salaried, non-exempt employees who work “fluctuating workweeks.”
Fluctuating Workweek Rule Becomes Final as Department of Labor Looks Forward to Return to Work |
Seyfarth Synopsis : More than a decade after it was originally proposed, the U.S. Department of Labor’s Wage & Hour Division has finally promulgated a new rule concerning the fluctuating workweek (FWW) method of computing overtime under the FLSA. The rule now makes clear that the payment of bonuses, in addition to a salary, does not invalidate the FWW method.
The U.S. Department of Labor has released its Final Rule clarifying that the FWW method of calculating overtime pay is consistent with the payment of bonuses, premiums, hazard pay, and other incentive compensation.
Comcast Technicians Sue For Overtime, Citing 70-Hour Weeks - Law360
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Burbank Council Seeks to Reduce Spending on Overtime | Outlook Newspapers
Happening on Twitter
The CDC posted new recommendations on the safest way for American employers reopening their offices to prevent the… https://t.co/7shXgURfHu nytimes (from New York City) Fri May 29 00:40:07 +0000 2020
Give your employees an opportunity to tell you that they're uncomfortable returning to the office — without asking… https://t.co/dN6I5w4azN HarvardBiz (from Boston, MA) Thu May 28 13:31:47 +0000 2020
Employers are making plans to allow many of their staffers to continue working remotely when the coronavirus pandem… https://t.co/GPuiA0luYr WSJ (from New York, NY) Wed May 27 15:15:08 +0000 2020
Hand sanitiser and surface disinfectants: We've got advice for employers who are providing products for use in thei… https://t.co/9jv5ztd65s H_S_E (from Great Britain) Wed May 27 13:02:22 +0000 2020
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