Last week the U.S. Department of Labor’s Wage and Hour Division published three Opinion Letters on various wage and hour issues. Opinion Letters provide guidance on wage and hour questions but do not bind a court to its position on that question or issue. The three opinion letters address compliance issues surrounding overtime pay in various aspects.
At ASE we often get questions from our members about proper overtime pay calculation when different pay plans are at play. To calculate overtime pay for non-exempt hourly employees correctly, one should first determine a few things.
It seems like a never-ending quest for employers to figure out what young workers are looking for and what they value. With nearly two million students projected to graduate with degrees this year, they are having to evaluate their employment opportunities and the benefits that they offer.
In May 2019, JP Morgan Chase reached a tentative settlement of $5 million dollars to resolve a class action lawsuit alleging the bank’s parental leave policy was biased against dads. It is the largest recorded settlement in a U.S. parental leave discrimination complaint.
Late last year Michigan passed a minimum wage increase that increased this state’s minimum wage for the next 10 years. It also passed the Paid Medical Leave Act requiring employers with over 50 employees to provide five paid days off.
According to a recent survey by Shiftboard, what workers want most, even more than increased pay, is more control over their time. The ability to influence their work schedules significantly affects job satisfaction, which can have a significant impact on employee retention. 49% of hourly workers would be willing to take a reasonable pay cut for more control over their schedule.
When it comes to hiring new graduates, recruiters hold the esteemed responsibility of ushering them into their career – their first “real” job! Welcoming these vessels of potential into the world of employment often means welcoming them to the “real world”. The world of salary bands and minimum ranges.
For years economists and others have wondered when wages would start to rise. Economic theory and past labor experience predicts that when unemployment becomes low, pay goes up. The rise in pay is a result of employers being forced pay more in order to attract the reduced amount of workers that are available.
What is the definition of value? According to Merriam-Webster it is “The monetary worth of something; a fair return or equivalent in goods, services, or money for something exchanged; relative worth, utility, or importance.” Are you showing your employees that they are valued?
As summer approaches and the colleges empty out, many employers may be gearing up for a new batch of summer interns. Though ASE surveys show many employers pay their interns, some intern positions may be set up as unpaid because the work experience is what counts, right? The Department of Labor has a seven-part test to determine if an internship should be classified paid or unpaid.
The hottest issue in the EEO area is pay discrimination. In the news it is often written that women earn approximately 20 cents or more less than a male counterpart. When it is broken down by race, the disparity grows even larger. However, does disparity mean discrimination?
Late yesterday, the U.S. Department of Labor published its new proposed rule raising the Fair Labor Standards Act (FLSA) “white collar” exemption to $35,308/year or $679/week from $23,660/yr. or $455/week. The salary level test is one of three criteria that must be met to legally exempt an employee from overtime and some recordkeeping requirements.
A number of Democratic contenders for president have signed on to the slogan, Medicare-for-All. But there is confusion as to what it means and how to pay for it.
Employers are increasingly broadening their scope of employee benefits to meet the changing demands of the workforce. Telemedicine, employee discount programs, and elder-care resources top the list of most used employee benefits in 2018.
Late Thursday, Governor Snyder signed the Minimum Wage law (SB 1171) that takes Michigan’s minimum wage to a maximum of $12.05/hr. in 2030 and removed the future indexing of the minimum wage to inflation. He also signed the Earned Sick Time law (SB 1175) that implements paid time off for employee or family member illness, injury, domestic violence, and sexual assault. The new law applies to employers with over 50 employees.
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