The U.S. Department of Labor (DOL) recently announced its Final Overtime Rule, effective January 1, 2020, raising the salary level exemption requirement. Now’s a good time to make sure your practice is ready for the new rule and is complying with the complex wage and hour laws.
Overtime complaints now generate more lawsuits than ever. The law allows prevailing employees to be awarded back overtime pay for up to two years after the work was performed, or three years if it’s determined the practice was aware of the discrepancy and didn’t correct it. Moreover, you can also be held liable for two times the original...
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