15 YEARS IN BUSINESS BACKED BY 100+
YEARS OF EXPERIENCE IN STAFFING
866 - 794-7246
www.networkersfunding.com • firstname.lastname@example.org
We get it!
Our roots are in the staffing industry!
DOL Compliance Issues Continued from page 1
n Failing to combine hours that employ-
ees work across multiple work sites
in the same workweek when determin-
ing whether overtime is due.
n Miscalculating overtime pay. Nonex-
empt employees must be paid 1.5 times
their regular rates of pay for all hours they
work beyond 40 in a workweek.
n Improperly classifying employees as
“exempt” from overtime requirements.
A job title alone does not determine
exempt status. In order for an exemption
to apply, an employee’s specific job duties
and salary must meet all of the require-
ments of DOL’s regulations.
n Paying incorrectly for travel time. The
Fair Labor Standards Act specifically defines
when a nonexempt employee’s travel time is
compensable. For example, regular commut-
ing from home to work is not compensable.
However, travel between work sites during
the workday is compensable.
n Illegally labeling a portion of workers’
regular wages as per diem payments in
order to exclude these wages when calcu-
lating overtime premiums.
n Failing to keep accurate records of
time worked by employees, resulting
in not only a record-keeping violation,
but often a failure to pay for all hours
n Making deductions from an employ-
ee’s pay that brings his or her earn-
ings below the federal minimum
wage in that workweek. Typically, these
deductions are made for uniforms, damage
to equipment, or cash drawer shortages.
With the proper information, all of these
violations, and others, may be avoided. Visit
the DOL website at dol.gov/whd to explore
online resources, or call DOL toll-free at 1-866-
4US-WAGE if you prefer to speak directly with
a Wage and Hour professional. All of the services are free and confidential.
—Michael Kravitz, U.S. Department of
Labor, Wage and Hour Division
In many cases, the host employers
and the staffing firms providing
the manpower share joint
responsibility for compliance with
labor laws. Accordingly, it is in the
best interest of all parties to get the
facts and to ensure that workers
placed through staffing companies
enjoy the same protections as
those employed directly.