Overtime FLSA Blog


In a recent case out of Pennsylvania, an employer tried to put a new spin on what has long been considered a bright-line rule providing that short breaks from work of twenty minutes or less constitute compensable time for which workers must be paid. The court ruled against the employer, upholding the lower court’s decision
The two major questions that are frequently asked regarding commissions are 1) when is it considered earned and 2) when must a commission based employee be paid for the commissions they have earned. Both are reasonable and important questions for anyone whose livelihood depends on receiving commission payments. Commissioned sales jobs are hard work, and
Employers benefit from being able to classify certain workers as exempt “computer professionals.” As an exempt worker under California wage laws, computer professionals are not required to be paid a premium for overtime hours worked. However, the worker must meet certain requirements to qualify for this California overtime law exemption. First and foremost is the
Public Justice provides an excellent overview and commentary on a recent court opinion that struck down a scheme where the employer misclassifies employees as independent contractors and then requires the workers to give up their right to file a lawsuit in court by signing an arbitration agreement. Here are excerpts: It’s a clever scheme: Pretend
With the large amount of new projects taking place, a new boom is occurring in the petrochemical business along the Gulf Coast (particularly in Texas and Louisiana), and this means increased competition for the workers needed to build and operate plants.  A number of large companies including Exxon, Saudi Basic Industries, Chevron Phillips Chemical, Dow

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