Employers can often mistakenly underpay workers for the overtime that they worked. This can be often due to the misclassification of employees and what that means for the wage that they are owed.
It can be difficult as an employer to ensure that all of your employees are given the rights that they are legally entitled to under the Fair Labor Standards Act (FLSA). As an employer, it pays off to make sure that all employees are covered.
If you participate in oil and gas extraction activities as part of your work activities, then you will be aware that there are some risks and dangers associated to them. However, your employer has the legal duty to mitigate these risks as much as is reasonably possible. There are also many protections in place for you as an oil and gas extraction worker.
As an employer, understanding the law when it comes to minimum wage, overtime and the classification of workers is vital. Wage and hour laws determine how much employers must legally pay their workers for hourly work. Employers run the risk of being subject to expensive lawsuits if they underpay their employees or deny them of overtime benefits when they are entitled to them. As employers, therefore, it is important to always stay updated.
When you are working in a bar or restaurant, the tips that you make from high quality customer service are likely to be what you depend on in order to pay your rent. Therefore, you will put a lot of effort into ensuring that your customers have a great experience. But when your hard-earned tips are being pooled and shared with other members of staff, you might feel like you have been short-changed. Here's a short overview of the legalities of tip pooling and what you can do about it.
The Fair Labor Standards Act (FLSA) has a set of guidelines for employers. One of these is demanding that employers categorize their employees as either exempt or nonexempt from the FLSA's overtime pay. The common and dangerous mistake that employers make is misclassifying their employees as exempt from the Overtime Labor Law. In doing this, employees can bring about a lawsuit and reclaim up to three times their normal hourly rate for the overtime that they were not paid enough for.
According to the Fair Labor Standards Act (FLSA), the employment rights of an employee differ to those of a contractor. Those who have an "employment relationship" are the recipient of many more benefits. Because of this, a problem can occur. Employers often misclassify their workers for the unfair benefit of their business.
One of the biggest mistakes a company can make is hiring an independent contractor and then having that person be reclassified as an employee by the government.
In Pennsylvania, it's critical for employers to clearly define whether someone who works for them is classified as an independent contractor or an employee. That's because, according to state law, unless an employer proves it otherwise, all individuals who work for a company are perceived to be employees of it.
As an employer, it is important to make sure that you are abiding by the fair labor standards act (FLSA) so as to ensure that you will not be subject to any complaints or claims made against your employees in regards to overtime and working hours.