Proactive and informed business owners can protect their company and employees by staying compliant with the Fair Labor Standards Act.Navigating the complexities of the Federal Labor Standards Act is essential for running a successful business. Most small business owners juggle many priorities, from growing their customer base to managing daily operations.
An independent contractor is either an individual or a company hired by a business to complete specific projects and tasks defined in an independent contractor agreement. Independent contractors generally possess specialized skills or knowledge, control the projects on which they work, do not work under the supervision of the employer and are not entitled to company benefits.
Exempt employees are generally salaried and must meet a definition as “exempt” from the FLSA minimum wage and overtime pay. Contrary to many misconceptions, whether an employee is exempt is defined based on the employee’s job duties and salary, not the job title. Exempt employees must fall under one of three classifications: executive, administrative or professional. An executive employee must manage people or tasks and have the authority to hire and fire employees.
Failure to properly classify an employee or comply with the FLSA can lead to overwhelming expenses and penalties — even when the employer truly believes the employee was properly paid. Verify your employees are properly classified and that your records system accurately reflects all hours worked and breaks. ROSENBLATT LAW FIRM’s employment lawyers have the experience and understanding to help navigate the often daunting and misunderstood FLSA regulations.
If navigating these requirements seems challenging, know that help is available. At ROSENBLATT LAW FIRM, our seasoned team of attorneys specializes in assisting businesses with CTA compliance. We undertake the necessary steps swiftly to safeguard you and your business against fines and penalties. Schedule a free consultation with us atMore from San Antonio Report