Trends in Compensation: Overtime Provisions

Accurate classification of jobs for overtime is essential to be in compliance with FLSA. Noncompliance can result in significant penalties

Old Saybrook, CT (PRWEB) July 31, 2004 --- Exempt or nonexempt? Be sure your companys jobs are classified in accordance with the overtime provisions of the Fair Labor Standards Act (FLSA), or considerable damages could result.

American Tower Corporation, a nationwide telecommunications company, has paid nearly $290,000 in back wages to 167 employees to settle Department of Labor allegations that the company violated the overtime provisions of the FLSA.

The department said the company misclassified 28 positions between May 1, 2001, and March 1, 2003, as being exempt from coverage under the FLSA. After an investigation by the departments Wage and Hour Division, American Tower agreed to perform a self audit to determine which employees had been misclassified and were due overtime.

Trudging through complicated FLSA regulations to determine whether your company has properly classified workers is a cumbersome task. Business & Legal Reports (BLR) has addressed these issues in an affordable subscription service that provides instant answers to tough questions about the regulations, including the new overtime classification for nonexempt workers.

Located in Old Saybrook, CT, Business & Legal Reports has been the plain-English source for state safety, human resources, environmental, and compensation compliance and training products since 1977.

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