The U.S. Department of Labor recently rolled out a new program designed to help employers resolve inadvertent violations of federal labor and wage laws to help companies resolve their liability and ensure that workers receive all their due wages.
Willful violations of the Fair Labor Standards Act (FLSA) standards by a company can lead to penalties, and sometimes criminal prosecution. Most cases fall into this category where the employer knows that they are in violation, but still chooses to violate the laws. However, what happens if these willful violations are in good faith?
WASHINGTON, D.C. — On Monday, October 2, 2017, the United States Supreme Court heard oral arguments on the issue of whether a mandatory arbitration agreement set forth by an employer, which requires an employee to waive his or her right to proceed in a class or collective action, violates the NGA or the National Labor Relations Act (NLRA).
Minimum wage is a much-debated topic around the country.
In early November, The United States House of Representatives passed a proposal that would undo the previous presidential administration’s definition of joint employer liability.
More discussions about rulings over the minimum salary have taken place leading to the Department of Labor (DOL) to maintain its appeal of an injunctive order initiated by the DOL under the Obama Administration after a federal judge in Texas enjoined a rule that increased the minimum salary for an employee to be classified as exempt from $26,661 to $47,476.