DOL: We Can Help
Human Resources News provides an important update on a program announced by the U.S. Department of Labor last year and rolled out last week. It’s called “We Can Help.” Employers should pay close attention, because this is a program designed to help employees work with advocacy groups in cracking down on wage and hour violations.
Wage-hour is a red hot employment law issue these days. It was that way before the recession, but the economic downturn has caused the DOL’s Wage and Hour Division to be concerned that employers are cutting too many corners when it comes to properly paying employees.
Employers always need to be concerned about complying with the Fair Labor Standards Act, and it’s not always easy to perfectly do. There are gray areas, but some areas are clearly black and white. If you haven’t taken stock of your company’s wage and hour compliance procedures lately, now would be a good time.
The Human Resources News article provides some valuable links, including one to the We Can Help website.
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About Chris Parker
Chris Parker's practice focuses on the representation and counseling of companies in matters pertaining to the workplace and the protection of their intellectual property and trade secrets. In addition to serving as an advocate for clients, Mr. Parker is also trained as a mediator and frequently serves as a third-party neutral.
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About Jimmy Daniel
Jimmy Daniel provides counseling to businesses of all sizes related to the employment relationship. He assists in the drafting of employment agreements, policies, and handbooks, as well as provides guidance related to compliance with federal, state, and local legislation such as the Fair Labor Standards Act and the Family and Medical Leave Act.
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About Larry Bridgesmith
While serving in an Of Counsel relationship with the firm, Mr. Bridgesmith also serves as the Executive Director at the Institute for Conflict Resolution at Lipscomb University and as an officer and principal in Strategic Resolutions Group, LLC. In these roles, Mr. Bridgesmith brings over 30 years of legal experience in dispute resolution and innovative workplace strategies to clients, students and business entities alike.
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I have been worked as a secretary at current job for more than 20 years, it is an education institution. After I received degree, I asked for promotion or at least a upgrade in the job title. The only change was froms secretary to support staff (which includes secretaries and other professional support staff).
I have been given 2 additional departments to work as their only support staff along with the current position.
In addition to the new jobs, there seems to be an non stop ongoing additional of new jobs. The new jobs included responsibilities of the Direct and Assitant Director and a positiont that was previously held by the Dean of the LAS Dept. When questioned I the amount and ongoing additions of job, I was referred to the verbage “all other duties assigned.”
I am retirement age, and I am a minority. Can employer continue to add new jobs without any monetary or upgrade change?
Employers have much flexibility in making decisions on adding work to a job, scheduling and the like. However, there are a couple of things worth thinking about. Some state laws may have an impact on this. You would need to talk with a lawyer in your state to determine if state law applies to what your employer is doing. If your employer is adding work only to the jobs held by minorities or employees in the protected age group, then that could be discriminatory under Title VII of the Civil Rights Act. You could contact a lawyer about this or the Equal Employment Opportunity Commission.