Office workers who perform receptionist, secretarial, and other administrative tasks often are incorrectly classified as exempt from overtime pay because they receive a salary and have job titles such as "executive...more
Last month, in Reuter v. City of Methuen, the Massachusetts Supreme Judicial Court held that any late payment of wages by an employer results in strict liability for treble damages under the Wage Act. Prior to this ruling,...more
The federal Fair Labor Standards Act (FLSA) generally requires that nonexempt employees who work more than 40 hours in a workweek be paid 1.5 times their “regular rate” for the hours above 40. Calculating overtime pay is...more
Overseeing human resources -- a hat that many CFOs wear -- may mean having to make crucial decisions about hiring and policy, performance management and discipline, and employee terminations. Such decisions may affect HR...more
11/13/2019
/ CFOs ,
Employee Benefits ,
Employer Liability Issues ,
Employment Contract ,
Employment Discrimination ,
Employment Litigation ,
Employment Policies ,
Hiring & Firing ,
Human Resources Professionals ,
Independent Contractors ,
Local Ordinance ,
Misappropriation ,
Misclassification ,
Paid Leave ,
Restrictive Covenants ,
Risk Mitigation ,
Separation Agreement ,
State Labor Laws ,
Wage and Hour
Office workers who perform secretarial, receptionist and other administrative tasks are often incorrectly classified as exempt from overtime pay because they receive a salary and have job titles such as “executive assistant.”...more