If employers don’t coerce or “require” employee participation in wellness programs, then the time spent therein is likely not working time under the FLSA or other federal wage and hour laws.
Read MoreThe Contractor Minimum Wage goes up by 2.4%. It is, of course, an automatic increase mandated by President Obama Executive Order. The Trump Administration is no fan of minimum wage increases. No similar inflation adjustment happens to the FLSA.
Read MoreThe SCA and DBA both provide that direct contractor payments of plan expenses are not deemed to be bona fide fringe benefit contributions. But that truism doesn’t tell the complete story. Plan expenses paid for by the plan do not invalidate otherwise bona fide contributions made by the employer to the plan under the prevailing wage laws.
Read MoreThe compensability of meal time periods depends on the facts as well as the jurisdiction you work in. There is a spilt amoung the circuits as to what it means to be completely relieve of duties such that no compensation is due.
Read MoreWhere there is only a single "skilled craft" set forth on the subject WD, DOL is willing to make those union wages and benefits the bench mark for all other skilled positions under the DBA, whether union or nonunion. By this sleight of hand, DOL can bootstrap union wages and benefit rates to all the nonunion positions. This conformance procedure is an abuse that can be reformed by the Trump Administration with the stroke of a pen.
Read MoreMajor League Baseball keeps Congress busy bestowing special wage and hour perks.
Read MoreCalculating overtime pay and prevailing wages for employees working two different jobs can be hard.
Read MoreThe Fair Labor Standards Act (“FLSA”) has a posting requirement which applies to most government contractors. Here are some things to consider to make sure your company is doing it right.
Read MoreThe answer depends on when the contract was originally awarded and what clauses have been incorporated therein originally or by subsequent contract modifications. Read your contract(s)!
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