The Fair Labor Standards Act (FLSA) requires that employers pay their non-exempt employees overtime rates for all hours above 40 that they work in a week. In most cases, of course, an employer knows when an employee is working overtime. The company e…
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High-level employees often are exempt from the overtime laws under the Fair Labor Standards Act (FLSA). When employees are paid on a salary basis and they perform duties as a manager, administrator, or professional (for example), they do not receive…
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It is well known that, unless you enjoy riling people up, there is a list of topics not to discuss in polite company that includes politics, religion, and finances. Within the last 6 years, remote work has been added to that list. There are proponent…
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Depending on your age and media franchise preference, security clearances can conjure up images of shaken martinis, silenced Berettas, detailed satellite imagery, nuclear submarines, and codewords. When I was younger, I devoured Tom Clancy novels (ba…
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On February 26, 2026, the U.S. Department of Labor’s Wage and Hour Division issued a proposed rule to clarify the classification of workers as employees or independent contractors under the Fair Labor Standards Act (FLSA), aiming to provide greater…
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Here’s an everyday scenario for your consideration: A company issues its annual merit-based raises to all its employees. Two employees are overheard discussing their bonuses in the break room, with one wondering out loud why the other got more than…
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Can a company discipline, or even terminate, an employee who misbehaves outside of work? Here’s the scenario: a warehouse operations supervisor at a Maryland distribution company disciplines an employee for repeated safety violations and insubordin…
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It’s the bane of many employers’ existence. How much paid time off do I have to give? How much should I give? Can I place strings on it? Blackout dates? Two-week notice requirement? Probationary periods? Sick time or vacation? Does it matter? Emp…
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You took the right first step: you worked with counsel and required your employees to sign carefully drafted restrictive covenant agreements. That first step protects your business—on paper. But when an employee leaves and you suspect they are viol…
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Employers rely on restrictive covenants to protect their legitimate business interests, such as confidential information and client relationships. But what happens when these restrictions go too far? Do employers lose all protection afforded by their…
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