The COVID-19 pandemic has forced many employees to work remotely, and some may have relocated for a variety of reasons, creating challenges for employers to keep up-to-date records of employee contact information.
As federal lawmakers consider whether to raise the minimum wage to $15, many state and local wage rates have been steadily rising in recent years, and some have reached or surpassed $15 an hour. Compliance can be a challenge for employers in multiple jurisdictions, particularly during the COVID-19 pandemic.
An exempt employee who entered into an agreement with her employer to reduce her salary and hours was not entitled to damages when her hours increased but her salary did not, a California appeals court ruled.
Employers will no longer be able to participate in a federal program that allowed businesses to self-report federal minimum wage and overtime violations in an effort to avoid litigation under the Fair Labor Standards Act.
President Joe Biden signed an executive order on Jan. 22 aiming to ultimately raise the minimum wage for federal contractors and expanding access to unemployment benefits during the pandemic.
The U.S. Department of Labor (DOL) issued two opinion letters addressing whether an employer properly classified account managers as exempt from overtime pay and whether a private religious day care can pay its teachers on an exempt salary basis under the ministerial exception.