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Factoid of the Month
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"You have a greater risk of
being sued by one of your
employees for employment
practices than you do for an
on-the-job injury."
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– United States
Department of Labor
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Employee
Lawsuits Are
on the Rise
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Please consider the following
Department of Labor
statistics:
• Employment lawsuits rose
2000% in the last decade
• The average settlement was
$200,000
• Fines from the Department
of Labor for incorrect
payments have amounted to
over $1 billion in back pay
awards
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Quote of the Month
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"Overtime pay, who gets it
and how much, is the fastest
growing area of litigation in
American industry."
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- Bob Style
Vice President
of Legal Affairs,
NAPS
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Preventing Employee Litigation in 2009 |
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Did you know that automating time and attendance can help prevent and
defend against employee wage, hour, and overtime lawsuits? Knowing this
information is essential as staying compliant is a stronger priority than it has
ever been before.
Considering the economic conditions, can your organization afford an
employee lawsuit that could cost millions or maybe even end your operations
entirely? To learn more about the benefits that a time and attendance system
can provide, visit our Time and Attendance Forum.
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- Marc Nelson, Editor-In-Chief, TimeLines Newsnote
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Overtime- Are You in Compliance? |
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What makes the challenge of compliance more daunting is the fact that
many of today's wage/hour laws are constantly changing and tricky to understand.
For example, take a look at the wording of the Fair Labor Standards Act.
All employees, unless meeting the criteria for an exemption, must receive the
minimum wage for each hour worked each pay period. The current federally
mandated minimum wage is $5.85 per hour, with several states having higher
requirements, AND must be paid base plus one half of base pay (time and a half )
each hour worked in excess of 40 hours per pay period.
For more information on the Federal Labor Standards Act, please check out
the following link: www.dol.gov/compliance/laws/comp-flsa.htm
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Answering Your Many Questions |
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By dealing with an experienced time and attendance vendor, you can receive
the answers to the many questions that you have regarding these often
confusing laws. For example, you must be wondering:
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What if my employee works more than forty hours in a week as a result of
telephone calls made from home at night? Can I pay them on a straight
commission basis?
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Can I prohibit staff from working overtime?
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Can I assume that my employee is "exempt" from overtime payments
because they are in a salary position?
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What if my firm receives fees from the work of one of my employees? How
do I calculate their "regular rate of pay/base pay" to determine the level of
compensation for applicable overtime?
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To get more of your questions answered, join the time and attendance forum
today: Time and Attendance Forum.
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