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logo, links and searchHRLaws.com HR.BLR.com TrainingToday.BLR.com Safety.BLR.com Enviro.BLR.com BLR Store Login | Request Demo | Make this my homepage {1} ##LOC[OK]## {1} ##LOC[OK]## ##LOC[Cancel]## {1} ##LOC[OK]## ##LOC[Cancel]## Home Library Salary Center Benefits Find My Comp.BLR Help Home Resource Centers Job Descriptions Browse Search *You must select one of the following: I am an Employer I am a Job Seeker Browse Search Category All Benefits & Leave Benefits Administration Compensation Compliance Disability Discrimination HR Administration Leave Benefits Medical Insurance Payroll Processing Performance & Termination Perks (Fringe Benefits) Retirement/Planning Staffing & Training Termination Variable Pay Wellness Topic *Please pick a topic All Administrative Exemption Benefits Bonus Payments Callback/ Report-In Pay Child Care/Daycare Child Labor COBRA (Health Insurance Continuation) Comparable Worth Compensation Administration Consumer Directed Health Care Contingent Workers Credit Unions Deductions From Pay Defined Benefit Plans Designing Base Pay, Job Analysis, Job Evaluation, Job Pricing Disability Insurance Employment Contracts Equal Pay Acts ERISA Ethics Executive Exemption Exempt Employees Fair Labor Standards Act (FLSA) Flexible Benefits/ Cafeteria Plans Flexible Spending Accounts (FSAs) FMLA (Leave of Absence) Garnishment Health Insurance Continuation (COBRA) Health Insurance Privacy (HIPAA) Healthcare Benefits Healthcare Exchanges Healthcare Insurance Hiring Holidays Homeworkers/ Telecommuting Hours of Work HR Metrics Incentive Compensation Independent Contractors Job Descriptions Jury Duty/ Court Appearance Layoff Leave of Absence (FMLA) Maternity and Pregnancy Metrics Military Service Minimum Wage Moving Expenses/ Relocation Notices (Posting) Overtime Paid Time Off Paychecks Payroll Performance Appraisal Personal Leave Professional Exemption Records Recruiting Rest Periods Retirement Retirement Savings/401(k) Sales Personnel Exemption Severance Pay Sick Leave Social Security/ Medicare Termination (with Discharge) Time Keeping Training Travel Time Turnover Unemployment Compensation Vacations Welfare and Pension Reports Wellness Withholding Workers’ Compensation Document Type ? All Analysis Calculators Checklists Forms Guidance Job Descriptions News Policies Questions & Answers Surveys Select document type(s) to view: Select All/Unselect All Analysis Calculators Checklists Forms Guidance Job Descriptions News Policies Questions & Answers Surveys White Papers A-Z Topic List Resource Centers Thursday, May 2, 2024 Millions More U.S. Workers to be Eligible for Overtime Under Final DOL Rule Over the past seven years, the U.S. Department of Labor (DOL) has attempted to increase the number of exempt employees who are eligible for overtime under the Fair Labor Standards Act (FLSA). On April 23, 2024, the DOL announced a final rule regarding the salary threshold required to exempt a salaried executive, administrative, or professional employee from federal overtime pay requirements. It’s estimated that four million more American workers will be eligible for overtime under the new rule. View all Overtime News . Tuesday, April 30, 2024 With Joint Employer Rule Blocked, Look for Trouble Ahead on New Contractor Rule Employers worried about the effect of a new joint employer rule are breathing a sigh of relief after a court blocked its implementation, and now employers using independent contractors may also be feeling better. View all Independent Contractors News . Tuesday, April 16, 2024 Cracking the Code: Adding Bonuses to FLSA Overtime Calculations The Fair Labor Standards Act (FLSA) requires employers to pay overtime to nonexempt employees based on their regular pay rate and the number of hours worked in a workweek. While this sounds straightforward on paper, employers commonly fail to realize that nondiscretionary bonus payments must be included in calculating the regular pay rate and, ultimately, the amount of overtime owed. How can employers that pay nondiscretionary bonuses properly calculate the regular pay rate for overtime purposes? View all Bonus Payments News . Tuesday, April 2, 2024 Navigating the Minefield: Hidden Taxation, IRS Reporting in Employment Settlements Many businesses are familiar with the reasons that drive settlements in employment lawsuits. Even in cases when the facts generally support the employer’s version of events, practical considerations, such as avoiding the time and cost of protracted litigation, often lead businesses to reach reasonable settlements with former (or even current) employees. So, the lawyers and their clients put down their proverbial swords, and they get to work on drafting a written settlement agreement. What’s often overlooked in this process, however, is the taxation of the settlement payments. Here are some key issues to consider before signing a final settlement agreement. View all Compensation Administration News . Tuesday, March 19, 2024 Traps Await the Unwary Under Arizona’s Minimum Wage Law Almost all employers and employees in Arizona are covered by the state’s minimum wage law. What employers sometimes fail to appreciate about this broad coverage is that, unlike many other state minimum wage laws, Arizona’s law applies to employees who are exempt from the minimum wage and/or overtime provisions of the federal Fair Labor Standards Act (FLSA). View all Minimum Wage News . Tuesday, March 12, 2024 Expansive Independent Contractor Rule Draws Quick Opposition On January 9, 2024, the Department of Labor’s (DOL) Wage and Hour Division (WHD) issued its long-awaited regulation Employee or Independent Contractor Classification Under the Fair Labor Standards Act. The new rule will have a huge effect on the economy, particularly with respect to construction, trucking, health care, and the entire gig economy,” which appears to be a target of the regulation. View all Independent Contractors News . Tuesday, February 27, 2024 7th Circuit: Overtime Pay Not Mandated for Incidental Activities The Fair Labor Standards Act (FLSA) requires an employer to pay overtime for activities that are merely incidental to employees’ core job responsibilities when the employer elects—either by contract, custom, or practice—to pay for those incidental activities. However, are those incidental activities compensable even when an employee fails to meet the requirements established by the employer’s custom or practice? The U.S. Court of Appeals for the 7th Circuit (which covers employers in Illinois, Indiana, and Wisconsin) recently addressed this question. View all Overtime News . Archived News Site Tour What’s New Guidance • 2023 Minimum Wage Chart • Employee or Independent Contractor? DOL Changing Rules for Test • Job Descriptions in the Age of Remote Work: Crafting the Right Descriptions for Your Workplace • New Year HR Payroll Updates, Notices and Reminders • The Payroll Professional and the Pandemic: Helping Employees, Mitigating Risk, and Finding Savings Opportunities View all that’s new State: National Alabama Alaska Arizona Arkansas California Colorado Connecticut Delaware District of Columbia Florida Georgia Hawaii Idaho Illinois Indiana Iowa Kansas Kentucky Louisiana Maine Maryland Massachusetts Michigan Minnesota Mississippi Missouri Montana Nebraska Nevada New Hampshire New Jersey New Mexico New York North Carolina North Dakota Ohio Oklahoma Oregon Pennsylvania Rhode Island South Carolina South Dakota Tennessee Texas Utah Vermont Virginia Washington West Virginia Wisconsin Wyoming HR | Training | Legal/Politics | Compensation | Safety | Environmental BLR.com Home My Account - | Jobs || Terms & Conditions | Privacy Policy | Disclaimer | Contact Us | Advertising | Partners BLR, a division of Simplify Compliance LLC 5511 Virginia Way, Suite 150 Brentwood, TN 37027 800-727-5257 © 2024 BLR, a division of Simplify Compliance LLC CT-WEB06 Copyright © 2024 Business & Legal Resources. 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