Susan E. Prince, JD, is a Legal Editor for BLR’s human resources and employment law publications. Ms. Prince has several years of experience as an attorney and writer in the field of human resources and has published numerous articles on a variety of human resources and employment topics, including compensation, benefits, workers’ compensation, discrimination, work/life issues, termination, and military leave. Ms. Prince also served as an expert on several audio conferences discussing the 2004 changes to the federal regulations under the Fair Labor Standards Act. Before starting her career in publishing, Ms. Prince practiced law for several years in the insurance industry and served as president of a retail sales business. Ms. Prince received her law degree from Vermont Law School.
Video: Watch Susan's recent video on overtime and sales employees.
The federal Department of Labor (DOL) has submitted proposed changes to the Fair Labor Standards Act (FLSA) overtime regulations to the office of Management and Budget (OMB) for review. Employers get ready, because these overtime changes will likely have a substantial effect on your workforce.
It’s that time of year again. The trees begin to bud, the chill finally leaves the air, peoples’ moods seem to lift…and we consider whether we need to pay our summer interns.
Knowing when to compensate employees for callbacks and reporting to work can be tricky. When to pay, and not to pay, nonexempt employees for these various issues depends on a variety of factors. We will review the basics and provide you with a few takeaway tips.
The Wage Theft Prevention Act of 2014, effective February 26, 2015, states that District of Columbia (D.C.) employers must now provide to each employee at the time of hiring a written notice containing the rate of pay, the regular payday, and other various information.
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!