The Wall Street Journal has reported the results of a recent survey that shows that nearly half of U.S. workers are dissatisfied with their jobs.
Until now, there was no definitive authority on how meal period and rest period compensation should be calculated.
The tail end of 2010 delivered some bad news for California employers in the form of twin rulings from the California Court of Appeal holding that employees may sue their employers and recover civil penalties under the Private Attorneys General Act of 2004 (PAGA) for violations of the seating provisions of Wage Order No. 7.
Earlier this month, the United States Department of Labor ("DOL") announced that it had recovered $1 million in unpaid overtime from federal defense contractors in California.
Both the New Jersey Wage and Hour Law and the federal Fair Labor Standards Act (FLSA) require employers to pay employees for "all hours worked."
Since March 2009, it has been a stated objective of the United States Department of Labor (USDOL) to step up prosecutions and investigations of employer wage-hour violators.
There is a fine line oftentimes between who is and who is not an employee.
The United States Department of Labor (DOL) has issued revised version of their Employment Law Guide and the First Step Employment Law Advisor, which are both available online.
Effective October 26, 2009, New York Labor Law 195 was amended to include a provision mandating that: (1) employers provide all new employees with a written notice of their regular rate of pay, their regular payday and (if eligible for overtime) their overtime rate of pay; and (2) employers obtain a written acknowledgement form from any such new employees indicating their receipt of such notice.