Contact Us
Subscribe to this blog via RSS
Join us on LinkedInCategories
- SCOTUS
- Overtime
- Overtime Rule
- Federal Trade Commission
- FTC
- Service Animals
- Remote Work
- Occupational Safety and Health Administration (“OSHA”)
- Minors
- Work from Home
- Workplace health
- Americans with Disabilities Act ("ADA")
- COVID-19
- Intellectual Property
- Trade Secrets
- Worker Misclassification
- FMLA Retaliation
- Non-exempt employees
- Family and Medical Leave Act (“FMLA”)
- Wage and Hour
- ADA Amendments Act of 2008 (“ADAAA”)
- Adverse Employment Action
- Civil Rights
- Compliance
- Department of Labor ("DOL")
- EEOC
- Employee Handbook
- Employee Misconduct
- Employer Group Health Plans
- Employment Law
- Fair Labor Standards Act (FLSA)
- HIPAA
- Independent Contractors
- National Labor Relations Act (NLRA)
- National Labor Relations Board (NLRB)
- Pregnancy Discrimination Act
- Social Media
- Social Media Policies
- Telecommuting
- Title VII of the 1964 Civil Rights Act
- U.S. Department of Labor
- U.S. Equal Employment Opportunity Commission (“EEOC”)
- U.S. Supreme Court
- Union
- Criminal Background Checks
- Employee Training
- Federal Department of Labor
- Government employees
- Kentucky Wage and Hour Act
- Payroll
- At-will employment
- Employee Benefits
- Employment Practices Liability Insurance
- Genetic Information Nondiscrimination Act ("GINA")
- Litigation
- Non-Compete Agreement
- Online Defamation
- Paid Time Off ("PTO")
- Pension Plans
- Record Retention
- Reference checks
- Severance Pay
- Supervisor
- Tangible employment actions
- Title VII retaliation cases
- Crisis Management
- OSHA
- Workplace Politics
- Business Insurance
- Employee Contracts
- Employment Discrimination Laws
- Hiring and Firing
- Internet & Media Law
- Kentucky Labor Cabinet
- Salary Threshold
- Unemployment Benefits
- Uniformed Services Employment and Reemployment Rights Act
- USERRA
- Workplace Discrimination, Harassment and Retaliation
Showing 1 post in Federal Department of Labor.
Dealing with the DOL at Your Door, Part I
The United States Department of Labor (“DOL”) conducts workplace inspections for potential violations of wage and hour laws. Employers often place frantic telephone calls to their lawyer when an investigator from the Wage and Hour Division (“WHD”) knocks on their door for good reason: a DOL investigation should be taken seriously. Any last-minute attempt to pass muster typically falls short, and leaves an employer in violation of wage and hour laws which may subject them to hefty fines. A violation can result in wage restitution, interest, and liquidated damages. Preparedness is key, and an employer’s institution of the following five guidelines can drastically improve their position should the DOL initiate an investigation. More >
