The Sophisticated Employer Blog

Employers should be aware of a proposed new Department of Labor rule that could alter the analysis pertaining to how joint employees are treated under multiple federal laws.

A Texas federal court has blocked the U.S. Department of Labor's new white collar overtime rules.

Federal appellate court ruling establishes new "similarly situated" standard for assessing whether fellow employees should receive notice to join as plaintiffs in Fair Labor Standards Act collective actions.

Unlike Title VII, the federal Equal Pay Act shifts the burden of proof to employers to prove a nondiscriminatory reason for pay difference.

Federal appellate court indicates violations of the Fair Labor Standards Act may also violate federal racketeering statute.

DOL’s new rule is more employer friendly, but it must be adhered to in order to avoid liability.

Department of Labor opinion letter serves as reminder to employers that non-discretionary bonuses impact overtime pay calculations.

PMLA cliff hanger in Supreme Court no excuse for employers to delay action before year end.

Nerd alert! Decimals have their point when it comes to rounding employees’ time under new U.S. Department of Labor opinion.

Employers could gain advantage in potential wage claims by utilizing individual arbitration agreements.

Supreme Court ruling expands interpretation of exemptions under Fair Labor Standards Act.

Employers should consider all the ramifications before taking part in the Department of Labor’s pilot PAID program.

After nine years of class action litigation and appeals, employer’s time shaving policy will cost millions in legal fees, plus an adverse jury verdict.

Presidential directive to Department of Labor could impact retirement plans offered by employers.

New DOL regulations to dramatically change minimum compensation for exempt employees beginning Dec. 1.

Recent DOL case resolution a reminder to employers that failure to correctly classify individuals as independent contractors or exempt employees could result in expensive class action litigation.

Casino guard meal breaks not compensable under the FLSA because under the “totality of the circumstances” break times were not spent predominantly for the Casino’s benefit.