For decades, employers have hoped that with each revision of the DOL overtime rules, employers can finally offer their workers time off instead of overtime pay. Commonly referred to as “comp time,” employees could choose to accept time off later instead of overtime. The idea is that employees might prefer this because time off may help hourly workers achieve more work/life balance.

When President-elect Trump takes office in January, expect him to make good on campaign promises to crack down on illegal immigration. While Candidate Trump promised during the campaign to immediately implement a program of mass deportation, President Trump is likely to encounter time-consuming delays due to logistics and litigation.

The National Labor Relations Board on Nov. 13 said employers may not threaten to discipline or fire workers who refuse to attend meetings in which the employer expresses its views on unionization.

If your organization is planning holiday festivities this year, follow these tips for making spirits bright without having to call a lawyer:

If your employees use their personal vehicles to conduct business on your behalf, here’s a warning: If you don’t reimburse them for the associated costs, you could be liable for violations of the Fair Labor Standards Act.

Questions regarding overtime, holiday pay and seasonal hiring often arise this time of year. Here are the eight simple rules you need to know to make this holiday season run smoothly.

Regulations went into effect in June 2024 and the agency is now fully engaged in enforcing them through both the conciliation process and federal court litigation. If you haven’t yet read the regulations and changed your policies and practices to conform to the rules, there’s no time to lose.

You can significantly reduce the cost of your organization’s workers’ compensation premiums by following a program of accident prevention, better claims management and prevention of fraud and abuse.

Once the word is out, some employees may take steps they think will save them from layoffs—or set up a potential lawsuit. That’s one reason to thoroughly document your layoff-related decisions and plans, even if those plans have not yet been announced.

The ADA provides the broadest protection for employees with sleep disorders. While the FMLA may provide time off for testing, treatment and recovery, the ADA may require more significant changes to the work environment, including scheduling changes and modified duties.