As the number of U.S. states reporting cases of COVID-19 coronavirus increases, many employers are imposing mandatory work from home (“WFH”) policies to mitigate risk of contamination and ensure business continuity....more
3/11/2020
/ Best Practices ,
Business Continuity Plans ,
China ,
Coronavirus/COVID-19 ,
Corporate Counsel ,
Crisis Management ,
Emergency Management Plans ,
Employer Liability Issues ,
Exempt-Employees ,
Flexible Work Arrangements ,
Health and Safety ,
Infectious Diseases ,
Non-Exempt Employees ,
Policies and Procedures ,
Public Health ,
Risk Management ,
Telecommuting ,
Wage and Hour ,
Workplace Safety
Happy #WorkforceWednesday to all employers. Here’s the week’s top workforce management and employment law news:
Coronavirus To-Dos: Work-from-Home Policies (Video)
In the event the coronavirus spreads drastically, many...more
…With the start of the New Year, employers in the hospitality sector should prepare for new state- and local- minimum wage increases for their non-exempt employees. To help multi-jurisdictional employers easily navigate...more
1/3/2020
/ Employer Liability Issues ,
Hospitality Industry ,
Hotels ,
Labor Regulations ,
Local Ordinance ,
Minimum Wage ,
Non-Exempt Employees ,
State and Local Government ,
State Labor Laws ,
Wage and Hour ,
Wages
It seems as though there is a minefield that employers must navigate to ensure that they fulfill their wage and hour obligations to their employees. Employers must somehow comply with overlapping and seemingly contradictory...more
On August 26, 2019, we wrote of the plan by the U.S. Department of Labor’s Wage and Hour Division (“WHD”) to update the Fair Labor Standard Act (“FLSA”) regulations on calculating overtime pay for salaried non-exempt workers...more
11/8/2019
/ Fair Labor Standards Act (FLSA) ,
Fluctuating Workweek ,
Labor Regulations ,
Non-Exempt Employees ,
Proposed Rules ,
Public Comment ,
Rate of Pay ,
Regulatory Agenda ,
Rulemaking Process ,
Salaried Employees ,
Wage and Hour ,
Work Schedules
What is considered compensable travel time pursuant to the Fair Labor Standards Act (“FLSA”) is not always clear or intuitive to employers, even for those who usually have a good handle on wage and hour laws. This blog post...more
On September 10, 2019, the Appellate Division of the New York Supreme Court for the First Department ruled in Vega v. CM & Associates Construction Management, LLC that “manual workers” who receive full pay but are paid “late”...more
9/30/2019
/ Cause of Action Accrual ,
Civil Monetary Penalty ,
Corporate Counsel ,
Failure To Pay ,
Fair Labor Standards Act (FLSA) ,
Late Payments ,
Liquidated Damages ,
Minimum Wage ,
Non-Exempt Employees ,
Pleading Standards ,
Private Right of Action ,
Railroads ,
State Labor Departments ,
State Labor Laws ,
Underpayment ,
Unpaid Wages ,
Wage and Hour