California Employment News: Meal and Rest Break Compliance for Non-Exempt Employees
Employer Responsibilities During the Texas Winter Storm
COVID-19 Updates: Arizona Employment Law Issues
#WorkforceWednesday: Coronavirus and Work-from-Home Policies, HIPAA and Coronavirus, Arbitration Agreements - Employment Law This Week®
Job Description Mistakes You Don’t Want to Make
II-30- Tackling 3 Big Wage and Hour Questions for Employers
I-14: Update on EEO-1 and I-9 Forms, Employer Obligations After a Hurricane or Other Natural Disaster, and Attorney Jason Barsanti on Meal and Rest Breaks
Polsinelli Podcasts - The Virtual World and Wage and Hour Issues
The U.S. Court of Appeals for the Eleventh Circuit has ruled that a temporary labor agency was not required to pay workers for the time they spent in employer-provided transit from the labor hall where they picked up work...more
As employers prepare to celebrate the holiday season with their teams, wise HR professionals will consider whether their non-exempt employees must be paid for their time at a holiday party. ...more
Among other employment measures, July’s One Big Beautiful Bill Act gives FLSA non-exempt workers a limited ability to deduct overtime pay from their federal taxes, retroactive to July 1, 2025. ...more
The Family and Medical Leave Act (FMLA) entitles eligible employees to 12 workweeks of unpaid, job-protected leave in a 12-month period for certain qualifying reasons. That premise seems simple enough, but the FMLA is riddled...more
With the winter season and snowier conditions just around the corner, is your business prepared for the cold weather safety and leave requests that are also on the forecast? When snow or ice makes it difficult for staff to...more
DOL’s latest opinion letter cracks open tip pooling rules for customer-facing oyster shuckers. The world of tip pooling under the Fair Labor Standards Act (FLSA) is a perennial source of confusion and litigation for...more
On September 30, before the federal government shutdown, the Wage and Hour Division of the U.S. Department of Labor issued four opinion letters on issues of interest to employers. All four of the letters were written by...more
Federal contractors may face a variety of workforce compliance challenges during the current US federal government shutdown. These challenges include understanding and meeting obligations under federal and state wage and hour...more
On September 30, 2025, the U.S. Department of Labor (DOL) issued an opinion letter containing important reminders about how to calculate overtime pay for non-exempt employees who earn amounts in addition to their base hourly...more
The federal government has now shutdown as of midnight on Wednesday, October 1, 2025 with no money flowing to fund non-essential services. Private-sector employers with federal contracts may need to consider cost-saving...more
Broader disruptions possible: Outcomes are challenging to predict. Furloughs could lead to permanent layoffs, and some law enforcement functions may be reprioritized. Essential agencies remain open: Defense, intelligence,...more
One of the primary issues employers must navigate is determining how to pay their employees, and that process begins with correctly classifying them. Only a limited number of positions within any company, such as managers,...more
Workplace laws are beginning to reflect a new reality: employees are connected to work around the clock through smartphones, messaging apps, and remote-work platforms. While many companies treat after-hours communication as...more
Summer is over, kids are back in school, and parents (your hourly employees) are available again for more travel work. They may travel to meetings, job sites, and other locations regularly, occasionally, or once in a blue...more
Navigating wage and hour compliance is more complex than ever. This complimentary, interactive in-person briefing goes beyond the basics to explore the real-world challenges employers are facing today. Led by our dedicated...more
Starting October 1, 2025, Connecticut public schools will experience a significant shift in how they handle employee leave benefits. Public Act 25-174 extends two key state programs—the Connecticut Family and Medical Leave...more
Ballot Measure 1, passed by voters in the 2025 general election, is a voter initiative that (1) increases the minimum wage, (2) establishes the Alaska Paid Sick Leave Act (“Act”) to provide a minimum paid sick leave benefit...more
July 1 marked the effective date for three new laws that will create new rights for workers and new obligations for employers in Virginia: - Expansion of Non-Compete Ban – Virginia employers are now prohibited from...more
Virginia has further restricted noncompete agreements. Effective July 1, 2025, Virginia Code § 40.1-28.7:8 will prohibit Virginia employers from entering into non-competition agreements with employees who are classified as...more
In the hustle of running a restaurant, it’s easy for meal breaks to slip through the cracks. However, New York law has specific requirements for giving your employees time to eat and rest. Ensuring your staff takes legally...more
With Memorial Day in the rearview mirror and the month of June upon us, many companies and organizations throughout the country are preparing to kick off the summer by welcoming an incoming cohort of summer interns....more
Virginia Governor Glenn Youngkin has signed Senate Bill 1218 into law, amending the state’s non-compete statute. Effective July 1, 2025, the updated law will broaden restrictions on non-compete agreements in Virginia....more
June 1 is the deadline for broadcast stations licensed to communities in Arizona, the District of Columbia, Idaho, Maryland, Michigan, Nevada, New Mexico, Ohio, Utah, Virginia, West Virginia, and Wyoming to place their Annual...more
On April 21, 2025, a California Court of Appeal held employees working six hours or less in a single workday can prospectively waive their mandatory meal periods. The ruling provided clarification on a long-standing question:...more
On July 1, 2025, Oregon’s automatic minimum wage increase for non-exempt employees will take effect. Under Oregon state law, the Oregon Bureau of Labor and Industries (BOLI) calculates an annual increase to the minimum wage...more