Now that the tax law was passed and signed by President Trump, it has many implications for HR. The new law has mixed-results for HR programs.
Last week we wrote about the recent Sixth Circuit Court of Appeals decision pertaining to hours worked and travel time. Following up in short order, the Sixth Circuit ruled on yet another and arguably more obscure part of wage and hour regulation, Draw Against Commissions. They looked at whether an employer can collect draws by the employee that exceeded commissions owed after employment ends.
One of the trickier areas of wage and hour compliance is calculating hours worked when non-exempt employees travel on company business. There are several different situations that the wage and hour regulations address. One is “travel that is all in a day’s work” another is “home to work on a special one-day assignment in another city,” and the third is “travel away from home community.”
Solely based on Federal law…yes. A federal court ruled last week that it is legal to pay female employees less than men if it is based on past salary history. This decision by the 9th Circuit Court of Appeals overturns a previous ruling that stated that pay differences solely on past salary history were discriminatory, based on the Equal Pay Act.
Piecework pay is not a common pay practice today. In fact, ASE’s most recent Pay Administration Survey found no participants paid on a piece-rate in the Southeast Michigan area. However, in some industries this is still a pay practice.
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