Labor Law Updates

One employee complaint. That’s all it takes to trigger a Department of Labor (DOL) investigation. And in most cases, those investigations are due to questionable time and pay practices. There are explicit rules regarding minimum wage, overtime pay, exemption classification and recordkeeping under the Fair Labor Standards Act (FLSA) — and the DOL will step in if the rules are violated.

Whether you have two employees, 200 or 200,000, one federal requirement is perfectly clear: You must — absolutely must — display labor law posters in the workplace.  Failure to comply could lead to costly fines, which could severely impact the ongoing viability of smaller businesses.

As a conscientious employer, you’re already aware of the federal, state and local labor law postings you must display to maintain compliance. But if your company does business with the federal government, did you know you’re responsible for federal contractor poster requirements that go beyond these core postings?

You’re keeping current with all labor law postings impacting your business, so you’re fully compliant, right? Not necessarily. Beyond workplace postings, U.S. employers must also distribute notifications directly to employees under specific circumstances.

In early 2020, partially or fully remote workplaces were the exception. But today, due to the unique dynamics surrounding COVID-19 and employee safety concerns, this working arrangement is commonplace. This widespread shift presents a host of compliance challenges, including how to manage posting requirements for hybrid workplaces.