FLSA - California employers - Minimum Salary Increase for Exempt EmployeesDale A. Hudson
The first step to determining whether an employee may be eligible for overtime under the FLSA is to figure out if they are either "exempt" or "non-exempt." The reason being, employers typically aren't required to pay exempt employees overtime. But what, exactly, is the different between ...
FLSAEmployeeTrainingOctober2016FLSA–OverviewTheDepartmentofLaborhasissueschangestotheFairLaborStandardsActinordertoensurethatallemployeesarebeingpaidatleastminimumwageforthehourstheywork.EffectiveDecember1,2016theminimumsalarytobeconsideredExemptandineligibleforovertimeis$47,476/year.Employeesmakinglessthanthatamountwill...
"Comp" time refers to granting non-exempt employees time-off in lieu of paying them overtime for working more than forty hours in a workweek. While many employers see comp time as a way of reducing labor costs, employees prefer ... CS Miller,RM Juarez - 《Labor Law Journal》 被引量:...
What the DOL final overtime rule means for your business So, does the DOL new overtime rule affect your small business? Nothing will change if you have nonexempt employees. You will still pay your nonexempt employees their regular wages and overtime pay for any overtime hours they work...
Watch Out for Clocking In Early If you have hourly employees or pay non-exempt employees a salary, these categories of workers should bepaid for all hours worked in a week. As straightforward as this rule may seem, many employers find themselves embroiled in litigation over not payi...
First, the law would prevent companies from making non-exempt employees sign non-compete agreements. In essence, if an employee does not qualify for one of theexemptions under the FLSA(i.e., if the employee is classified as “non-exempt” and is currently getting paid overtime), then the...
Employees are defined for overtime as an exempt employee and non exempt employee rights. Overtime for salaried employees is the law.
Also called the FLSA. Legislation in the United States, passed in 1938, that requiredemployersengaged in interstate commerce to provide a minimum level ofemployeebenefits. For example, the FLSA prohibitschild laborand established the first federal minimum wage. For purposes of this Act, "interstate...
including executives, administrators, and professionals, are not protected by FLSA rules. Exempt employees must earn at least $684 weekly (except for certain professions). Executives must manage at least two others as their primary duty and have the authority to hire, fire, and promote others...