The Final Rule has now changed the employee classification of approximately 4.2 million workers nationwide for overtime pay by automatically qualifying them as "non-exempt" employees. And in California, the DOL now requires all employers to adjust their policies with the "Final Rule."
Topics: overtime pay, california labor laws, employee classification, employee lawsuits, DOL, exempt employees
Beginning December 1, 2016, the Rule will automatically extend overtime pay protections to over 4 million workers within the first year of implementation.
Topics: overtime pay, labor law compliance, payroll compliance, labor law, DOL, fsla
On May 18, 2016, President Obama and Department of Labor Secretary Perez announced the publication of the Department of Labor’s (DOL) final rule updating the overtime regulations. The updated rule will become effective on December 1, 2016 and will automatically extend overtime pay eligibility to as many as 4.2 million workers within its first year.
Topics: HR compliance, overtime pay, employee classification, payroll compliance, DOL, fsla
Keeping up with and understanding the ever-growing (and changing) body of California labor laws is essential for HR professionals and Payroll departments. These are the people in most businesses who must ensure that employees are being paid correctly and on-time. Consequently, both groups need to understand the impact that an employee’s working schedule may have on his or her pay.
Topics: human resources management, HR compliance, overtime pay, california labor laws, payroll compliance, california break laws
The Department of Labor (DOL) recently issued their interim final rules which will increase the amount of civil penalties for employers. These penalties are assessed for willful violations of the minimum wage, overtime, and child labor provisions in the Fair Labor Standards Act (FLSA), and civil penalties in the Family Medical Leave Act (FMLA).
Topics: ca labor laws, HR compliance, california labor law, overtime pay, labor law compliance, IRS