A dispute over employee time and attendance that led to a court case in New York has reached a provisional conclusion, based on a request submitted to a state court at the end of January.

In many respects, the Fair Labor Standards Act is straightforward in terms of requirements for companies and workers. Interpreting the act's application to modern business practices can be more involved, however.

Concern and confusion over tip-sharing agreements at restaurants and other service industry locations where workers customarily receive gratuities have recently cropped up in the news.

Target Corp. recently announced that, starting on April 1, 2014, it will no longer offer health coverage to part-time employees. Other employers with significant part-time employee populations need to make a similar assessment.

Uncompensated time and attendance complaints from service technicians in four states, with four more state-based classes pending addition to the class-action suit, may be a headache for a prominent appliance production and service company.

The high court of the U.S. decided that time spent by workers changing in and out of protective gear isn't compensable.

A city in eastern New York saw overtime costs rise by approximately $200,000 in the most recent fiscal year.

When categorizing employees, businesses should make sure that titles are indicators of work performed and not just a possibly inaccurate descriptor.

The wage and overtime exemptions of the Fair Labor Standards Act are often considered in terms of occupation - administrative, professional and outside sales being common applications.