For purposes of paying employees, federal wage and hour laws revolve around how many hours an employee works in a workweek. So, administering payroll must ... |
Employees must be paid for all time making up the regular working hours for which the employee is hired and for time devoted to the principal activities for which the employee is hired. Generally, ... |
In addition to the principal duties that you hire an employee to perform — and for which that employee must be paid — are incidental activities. Some incidental activities are compensable, ... |
To add up work time for minimum wage and overtime purposes, meals and breaks are treated differently. Generally, you have to include as working time, and to pay employees for, breaks or rest periods ... |
Federal wage and hour laws do not require you to have a time clock. Whether you decide to have a time clock or not, you should have a reliable system in place for keeping track of your employees' ... |
"Giving comp time" refers to the practice of giving "compensatory" time off to nonexempt employees who work extra hours instead of paying them time and a ... |
Federal wage and hour laws don't prevent you from making deductions from a nonexempt employee's pay for tardiness or for failure to punch a time clock (if ... |
By definition, exempt workers are paid by salary, which means that they get the same amount of pay per week regardless of how many hours they work in a week. ... |
If your employees are nonexempt, in the process of paying them, you must first determine how many hours the employee ... |
If you pay your nonexempt employees on an hourly rate basis, their "regular rate" is the amount of the hourly wage you've agreed to pay them. We recommend ... |
