The Floor and Ceiling of Wage and Hour Laws
June 15, 2026 3:47 pmIn recent Tips of the Week, we have pointed out situations where state wage and hour laws are more protective... Read More
In recent Tips of the Week, we have pointed out situations where state wage and hour laws are more protective... Read More
Under the Fair Labor Standards Act, employers are not required to provide employees with rest breaks or meal periods. This... Read More
When an employee goes out on FMLA leave, an employer is forced to find a way to cover that employee’s... Read More
When an employee has poor attendance and claims that their attendance issues are related to their recognizable disability, what is... Read More
“To be or not to be” or “employee or not employee?” Both are weighty decisions, but for very different reasons. ... Read More
A recent court case has addressed the issue of compensable work time and demonstrates the new complexities involved in determining... Read More
8/23/2021 UPDATE: The EEOC has once again extended the deadline until October 25, 2021. On June 28, 2021, the EEOC... Read More
Effective on July 1, 2021, two states, and many major cities are increasing their minimum wage, which will require changes... Read More
The Fair Labor Standards Act (FLSA) requires employers to compensate employees for all time spent performing work, regardless of whether... Read More
As more states lift stay-at-home orders and give employers the green light to bring workers back on site, one thing employers need to be on the lookout for is an increase in workers’ compensation claims. Workers’ compensation statutes are no-fault, meaning that employees do not need to prove negligence on the part of the employer to establish liability. It also means the employer cannot use negligence on the part of the employee as a defense to a claim. In practice, then, employees who are injured or become ill on the job are entitled to benefits like wage replacement and medical expenses, and employer liability is limited, in most circumstances, to only those benefits available through workers’ compensation.
Are you taking the opportunity to review and reevaluate pay rates in the New Year but don’t know where to start? The point factor method is a quantitative technique to evaluate individual jobs and/or job groups based on elements that are essential to an organization’s operations and success and set appropriate pay rates. Compensable factors are identified in a job analysis, points are assigned to the factors, the factors are weighed based on the job requirements, and a pay structure is established for the position.