Wage & Hour: WHD
The body of law that governs the employer-employee relationship, including individual employment contracts, the application of tort and contract doctrines, and a large group of statutory regulation on issues such as the right to organize and negotiate collective bargaining agreements, protection from discrimination, wages and hours, and health and safety. Download a Free Report on Wage & Hour
| Friday, May 30th, 2014
"Performance appraisals—love them or hate them, it’s easy to make expensive mistakes. We’ve collected the most common errors of managers and supervisors who conduct performance appraisals. We call them the “10 Sins.”"
Sin #1. Failure to set meaningful goals
“Well, Sandy, I think we did fairly well this year, eh?”
“Tracy, I was sort of hoping you’d make more progress this year.”
Evaluation is difficult when there aren’t clear, measurable goals. Many experts recommend the S-M-A-R-T approach to setting goals. That means goals should be:
| Thursday, May 22nd, 2014
"Here’s a list of the top 10 posts on the Compensation & Benefits Daily Advisor so far this year."
9 Thinks You MUST NOT Include in Your Documentation
Yesterday’s Advisor presented Attorney Franck Wobst’s key things you should include in documentation. Today, 9 things not to include, plus an introduction to Employee Compensation in Your State.
| Friday, May 9th, 2014
It’s prudent to pay close attention to travel pay regulations because travel-related issues pose a significant risk for wage and hour claims. This is, unfortunately, an often-overlooked area.
Wage and Hour
| Monday, May 5th, 2014
"Pay for travel time is an ongoing challenge for most comp and benefits pros. Different wages for travel and work? Nonexempts travelling overnight? When commuting ends and work begins? Attorney Robert Wenbourne sorts it all out."
The time employees spend commuting to and from their regular place of work each day is not work time. (But the same standard may not apply to an accident on the way to work, where there could be issues under workers’ compensation or vicarious liability theories, cautions Wenbourne.)
Wage and Hour
| Tuesday, February 11th, 2014
"In yesterday’s Advisor, BLR Legal Editor Susan Prince, JD. offered her take on the Department of Labor’s (DOL) wage and hours audits. Today, Prince’s 10 strategies for dealing with the audits, plus an introduction Compensation.BLR.com and an exclusive free FLSA checklist."
Prince’s 10 Strategies
The following are 10 great strategies to prevent or handle a wage and hour investigation:
- Avoid unfair compensation practices. Make sure employees are compensated in a consistent manner. If an employer’s pay practices are consistent, complaints are less likely to arise, and the employer will be in a better situation if the DOL does launch an investigation.
- Understand the regulations. It is important that employers take the time and make a concerted effort to understand and familiarize themselves with the FLSA. It is the law, and if employers fail to follow the law they may face litigation or a DOL audit.
- Train managers. Train managers so they are fluent in the language of the FLSA.
- Analyze state vs. federal law. Determine whether the state’s wage and hour laws conflict with federal law, then follow the law that is most beneficial to the employee.
- Pay past overtime due. If it is determined that an employee is wrongly classified as exempt, the employer should determine how many overtime hours the employee has worked in the past 2 years, then pay the employee the overtime due. The employer should also have the employee sign a release to free the employer from further liability. Paying past overtime due to employees now will be far less expensive than paying them in a DOL settlement.
- Respond to internal complaints expeditiously. If an employee files a wage and hour complaint internally, the employer should take it seriously. Since many investigations are prompted by an employee’s complaint, employers might be able to prevent an investigation by addressing an employee’s initial internal complaint.
- Seek compliance assistance from the DOL. Varied compliance tools and information are available on DOL’s website.
Wage and Hour
| Monday, February 10th, 2014
"Although no industry is immune from a wage and hour investigation, the Wage and Hour Division (WHD) has targeted low-wage industries with vulnerable, and often immigrant, workforces, and those industries with a history of chronic violations, including garment manufacturing, agriculture, and health care."
Although no industry is immune from a wage and hour investigation, the Wage and Hour Division (WHD) has targeted low-wage industries with vulnerable, and often immigrant, workforces, and those industries with a history of chronic violations, including garment manufacturing, agriculture, and health care.
| Thursday, January 2nd, 2014
"Yesterday’s Advisor featured the first six sins of supervisors. Today, sins 7 through 10, plus an introduction to a timely webcast that will help you find wage/hour problems (yes, you do have them) before the feds do."
[Go here for sins 1 through 6.]
Sin #7. Making wage\hour blunders
We’re out of overtime. Can you clock out and then set up for tomorrow?
You’ll be working alongside our regular employees, but you new recruits are all independent contractors.
Tracy, make sure you stay close to the phone during lunch.
Sandy, keep your phone near you evenings for calls from the West Coast.
| Wednesday, January 1st, 2014
"How many ways can untrained supervisors and managers—with the best of intentions—beg for a lawsuit? Sometimes it seems like a thousand, but we’ve distilled it down into 10 major sins you can talk to your supervisors about (and you might as well include your managers)."
Sin #1. Making Unlawful Preemployment Inquiries
That’s an interesting accent you have. Where were you born?
Do you have any children? If so, will you have any daycare problems?
By the way, we’re all about diversity here.
Inappropriate questions during interviews and other preemployment contacts are a primary source for claims of discrimination. The courts generally assume that if you asked a question, you intended to use the answer as a factor in your hiring decision. Therefore, any questions about or references to protected categories like sex, age, race, national origin, or religion can later be used against you in court in a discrimination claim.