Wage and hour issues are a serious subject with the Department of Labor. No employer wants to be in a position to pay heavy fines and penalties because they violated overtime laws or possibly didn’t classify an employee properly.
But guess what. Employers aren’t the only folks out there that have to be concerned about upkeeping their wage and hour policies and procedures.
Until Next Time, Be Audit Secure!
Lisa Smith
*This video first appeared on Fred Pryor Seminars YouTube site: https://youtu.be/v1qkIhcO1T8
Transcript
Wage and hour issues are a serious subject with the Department of Labor. No employer wants to be in a position to pay heavy fines and penalties because they violated overtime laws or possibly didn’t classify an employee properly.
But guess what. Employers aren’t the only folks out there that have to be concerned about upkeeping their wage and hour policies and procedures. The DOL themselves were recently required to settle with about 3,000 of their employees. Yes, it cost them $7 million dollars.
So what did they do wrong? They did not pay properly off-the-clock work. They did not pay properly lunch breaks. And when all of this came to the attention of the actual workers, complaints were filed. And before you know it, the DOL owes their employees a bunch of back wages. Yes, $7 million, that’s no joke.
So the good news is the Department of Labor is going to hold everyone equally accountable. The bad news? The Department of Labor is doing outreach efforts to reach your employees and educate them on the things that possibly you are doing wrong.
So what’s an employer to do? Well do what the DOL failed to do in this circumstance. Have good clear communication with all managers and supervisors. Make sure wage and hour laws are always updated and that everyone is fully trained.
Until next time, I’m Lisa Smith. Remember, nobody is audit proof, but you can be audit secure.
DISCLAIMER:
Purchasers, readers, or users of this blog post agree to be bound by the following terms: Information contained in this blog post has been obtained by Pryor Learning Solutions from sources believed to be reliable. The subject is constantly evolving, and the information provided is not exhaustive. The advice and strategies contained should not be used as a substitute for consulting with a qualified professional where professional assistance is required or appropriate, or where there may be any risk to health or property. In no event will Pryor Learning Solutions or any of its respective affiliates, distributors, employees, agents, content contributors, or licensors be liable or responsible for damages including direct, indirect, special, consequential, incidental, punitive, exemplary losses, or damages and expenses including business interruption, loss of profits, lost business, or lost savings. For purposes of illustrating concepts and techniques described in this course, the author has created fictitious names; mailing, e-mail, and internet addresses; phone numbers and fax numbers; and similar information. Any resemblance of this fictitious data that is similar to an actual person or organization is unintentional and purely coincidental.
