There are measures in place that disrupt this balance. For better or worse, the Fair Labor Standards Act (FLSA) was implemented to ensure workers receive all the wages they are owed for their time and attendance.

With new mobile technology options in hand, employees can jet set across the country without missing deadlines, falling behind on projects or losing contact with their supervisors.

The House Subcommittee recently heard arguments about whether the Working Families Flexibility Act of 2013 should move forward to give businesses the right to offer comp time as an alternative to overtime.

Employees of the H-E-B grocery chain in Texas recently alleged their employer wasn't properly paying them for their time and attendance.

An entrepreneur buys a business or invests in a franchise, assuming that he or she is starting with a clean slate when it comes to payroll processing, employee benefits administration and other basic duties.

Telecommuting has taken off as a way to increase efficiency and reduce operational expenses, but work from home policies can cause payroll problems for employers if they aren't compliant with the Fair Labor Standard Act (FLSA).

Provisions in the Fair Labor Standards Act (FLSA) can be difficult to interpret, even for human resources professionals. What might seem like simple guidelines for exemptions are often complicated.

Fire departments across the United States are fighting more than flames, they are also battling claims that staff members and volunteers are taking too much overtime that's costing municipalities millions.

Any alternative might seem better than paying employees overtime for putting in more than 40 hours of time and attendance in a single workweek.