DOL finds more than $1.3 million in back wages due to Mass. employees
After an ongoing enforcement initiative centered on Massachusetts restaurant industry, the U.S. Department of Labor has found significant violations of the minimum wage, overtime and record-keeping provisions of the Fair Labor Standards Act, and investigations by the Boston District Office of the DOL's Wage and Hour Division are ordering a...
By Amanda McGrory-Dixon|March 30, 2012 at 07:03 AM
Thank you for sharing!
Your article was successfully shared with the contacts you provided.
After an ongoing enforcement initiative centered on Massachusetts’ restaurant industry, the U.S. Department of Labor has found significant violations of the minimum wage, overtime and record-keeping provisions of the Fair Labor Standards Act, and investigations by the Boston District Office of the DOL’s Wage and Hour Division are ordering a payment of $1,307,808 in back wages to 478 employees of multiple establishments.
“The restaurant industry employs some of our country’s lowest-paid workers who are vulnerable to exploitation,” says Secretary of Labor Hilda L. Solis. “In response to the extensive level of noncompliance we discovered, we will expand our efforts to bring the industry into compliance to ensure that employees receive the minimum wage and overtime wages required by law.”
Complete your profile to continue reading and get FREE access to BenefitsPRO.com, part of your ALM digital membership.
Your access to unlimited BenefitsPRO.com content isn’t changing. Once you are an ALM digital member, you’ll receive:
Critical BenefitsPRO.com information including cutting edge post-reform success strategies, access to educational webcasts and videos, resources from industry leaders, and informative Newsletters.
Exclusive discounts on ALM, BenefitsPRO magazine and BenefitsPRO.com events.
Access to other award-winning ALM websites including ThinkAdvisor.com and Law.com
There are five different approaches and consulting types when it comes to working with employers on benefits. Identify which type you fall into and learn fresh ideas from the other approaches in this guide.
It’s no secret that health benefits have struggled to keep up with workforce expectations during the Great Resignation. Remaining competitive means employers must streamline their health benefits, put employees first and deliver on brand values. Download this guide to help your clients gain an edge in 2022 with their health benefits.
Amid mass resignations and record-high job openings, employees are now firmly in the driver’s seat when it comes to where and how they work. So, how are you going to stand out in this highly competitive market? This guide outlines a forward-thinking health benefits strategy that will ensure your company remains competitive in 2022 and beyond.