Age discrimination, also known as ageism, is a problem in many countries and industries. Even though it’s common, it is also illegal in a lot
Plenty of employees in New York City work irregular hours. Their shifts aren’t consistent; they work a little less one day and a lot more
The Fair Labor Standards Act (FLSA) from the US Department of Labor states that every hour worked over 40 in a workweek counts as an
The labor laws within the United States can get a bit confusing. There are federal laws, defined by the U.S. Department of Labor’s Fair Labor
Provided how some of the most common labor law violations involve employers not paying for overtime work, a complete guide to NYC Overtime Laws is
Employers can expect to see some wage and hour changes mandated by the U.S. Department of Labor in the coming months, according to Tammy D. McCutchen, a member of President Donald Trump’s transition team.
Most New York employees brought in the New Year oblivious to a minimum wage increase worthy of a midnight toast.
The Fair Labor Standards Act (“FLSA”) generally requires that employees receive extra over time pay calculated at time and one-half (or 150%) of their regular rate of pay for each hour worked in over 40 hours in a week. However, the FLSA does not require that overtime pay be paid to employees who perform “executive,” “administrative,” or “professional” work. These are known as the “white collar” exemptions.
On April 4, 2016, New York Governor Andrew Cuomo signed a law which will significantly increase the minimum wage in New York State from the current rate of $9, to $15 by the end of 2018 for many businesses in New York City, and to $15 by the end of 2021 for the New York City commuter counties of Nassau, Suffolk and Westchester. The minimum wage for the remainder of the state will reach $12.50 by the end of 2020. In enacting this law, New York joins California as the only two states in the country, which have instituted a $15 minimum wage.
President Obama’s imminent changes to overtime rules (recently discussed on our blog), which would have raised the minimum salary for an employee to be considered “exempt” (and thus not entitled to overtime) from $23,660 to $47,476, has been blocked by a federal judge.
Even if you don’t follow financial news regularly, you may be aware of a story that recently made headlines across the country.
As reported in the New York Times in May 2016, the federal government made a sweeping change to overtime laws in the US – one which will have an impact on millions of Americans.