It never seems to fail; I go on vacation and the Connecticut Supreme Court issues one of the few employment law decisions it issues every year during that week.
Fortunately for all of us, it concerns the fluctuating work week method of overtime computation which most employers in the state consciously either avoid or try
For those who enjoy reading about employment law (and, as readers of this blog, I’m sure that many of you qualify), there are a bunch of new articles on the subject. While they may not break new ground, they offer some additional perspective on subjects that I’ve talked about quite a bit here.
Among them:
In prior posts, I’ve talked about the fluctuating work week and how it can be a useful tool for employers in limited circumstances.
Yesterday, a federal court in Connecticut had a very interesting ruling that addressed whether an employer — when faced with a suit for
My colleague, Mick Lavelle, has this post on a topic that few know about and even fewer understand: The Fluctuating Work Week. For more background on the subject, I’ve talked about it in earlier posts here and here.
Interpretation of the federal Fair Labor Standards Act is aided by hundreds of pages of
Buried deep, deep, deep in Monday’s Federal Register was a quiet announcement that the U.S. Department of Labor was proposing some new wage/hour regulations interpreting the Fair Labor Standards Act of 1938 (download here). In the "summary" section, the DOL states that the new regulations are needed because the regulations, in some cases, are