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All Hands on Deck: Employers Must be Cautious of Overtime Laws During Hurricane Ida Recovery

Employers across Southeast Louisiana, including in industries such as healthcare and hospitality, are calling on their employees to return to work and respond to the needs in the community. Employers during these times must be careful to continue following all applicable Federal, State, and local wage and hour laws, including Federal overtime laws, as employees who typically work forty hours or fewer per workweek may begin working over forty hours per workweek. Employers must be sure to pay hourly, non-exempt employees who are subject to overtime laws one and one-half times their regular rate of pay for every hour worked over forty in the workweek.

Although employers may be overwhelmed in the aftermath of Hurricane Ida and may be facing technological difficulties or problems with their normal time-keeping systems, it is important to remember that businesses must still adhere to all wage and hour requirements, including accurately tracking employees’ work hours and compensating them for all time worked. Violations of Federal wage and hour laws, including overtime laws, can lead to substantial fines by the Department of Labor, back pay for employees, and liquidated damages.

All Hands on Deck: Employers Must be Cautious of Overtime Laws During Hurricane Ida Recovery

Employers across Southeast Louisiana, including in industries such as healthcare and hospitality, are calling on their employees to return to work and respond to the needs in the community. Employers during these times must be careful to continue following all applicable Federal, State, and local wage and hour laws, including Federal overtime laws, as employees who typically work forty hours or fewer per workweek may begin working over forty hours per workweek. Employers must be sure to pay hourly, non-exempt employees who are subject to overtime laws one and one-half times their regular rate of pay for every hour worked over forty in the workweek.

Although employers may be overwhelmed in the aftermath of Hurricane Ida and may be facing technological difficulties or problems with their normal time-keeping systems, it is important to remember that businesses must still adhere to all wage and hour requirements, including accurately tracking employees’ work hours and compensating them for all time worked. Violations of Federal wage and hour laws, including overtime laws, can lead to substantial fines by the Department of Labor, back pay for employees, and liquidated damages.

All Hands on Deck: Employers Must be Cautious of Overtime Laws During Hurricane Ida Recovery

Employers across Southeast Louisiana, including in industries such as healthcare and hospitality, are calling on their employees to return to work and respond to the needs in the community. Employers during these times must be careful to continue following all applicable Federal, State, and local wage and hour laws, including Federal overtime laws, as employees who typically work forty hours or fewer per workweek may begin working over forty hours per workweek. Employers must be sure to pay hourly, non-exempt employees who are subject to overtime laws one and one-half times their regular rate of pay for every hour worked over forty in the workweek.

Although employers may be overwhelmed in the aftermath of Hurricane Ida and may be facing technological difficulties or problems with their normal time-keeping systems, it is important to remember that businesses must still adhere to all wage and hour requirements, including accurately tracking employees’ work hours and compensating them for all time worked. Violations of Federal wage and hour laws, including overtime laws, can lead to substantial fines by the Department of Labor, back pay for employees, and liquidated damages.

All Hands on Deck: Employers Must be Cautious of Overtime Laws During Hurricane Ida Recovery

Employers across Southeast Louisiana, including in industries such as healthcare and hospitality, are calling on their employees to return to work and respond to the needs in the community. Employers during these times must be careful to continue following all applicable Federal, State, and local wage and hour laws, including Federal overtime laws, as employees who typically work forty hours or fewer per workweek may begin working over forty hours per workweek. Employers must be sure to pay hourly, non-exempt employees who are subject to overtime laws one and one-half times their regular rate of pay for every hour worked over forty in the workweek.

Although employers may be overwhelmed in the aftermath of Hurricane Ida and may be facing technological difficulties or problems with their normal time-keeping systems, it is important to remember that businesses must still adhere to all wage and hour requirements, including accurately tracking employees’ work hours and compensating them for all time worked. Violations of Federal wage and hour laws, including overtime laws, can lead to substantial fines by the Department of Labor, back pay for employees, and liquidated damages.

All Hands on Deck: Employers Must be Cautious of Overtime Laws During Hurricane Ida Recovery

Employers across Southeast Louisiana, including in industries such as healthcare and hospitality, are calling on their employees to return to work and respond to the needs in the community. Employers during these times must be careful to continue following all applicable Federal, State, and local wage and hour laws, including Federal overtime laws, as employees who typically work forty hours or fewer per workweek may begin working over forty hours per workweek. Employers must be sure to pay hourly, non-exempt employees who are subject to overtime laws one and one-half times their regular rate of pay for every hour worked over forty in the workweek.

Although employers may be overwhelmed in the aftermath of Hurricane Ida and may be facing technological difficulties or problems with their normal time-keeping systems, it is important to remember that businesses must still adhere to all wage and hour requirements, including accurately tracking employees’ work hours and compensating them for all time worked. Violations of Federal wage and hour laws, including overtime laws, can lead to substantial fines by the Department of Labor, back pay for employees, and liquidated damages.

All Hands on Deck: Employers Must be Cautious of Overtime Laws During Hurricane Ida Recovery

Employers across Southeast Louisiana, including in industries such as healthcare and hospitality, are calling on their employees to return to work and respond to the needs in the community. Employers during these times must be careful to continue following all applicable Federal, State, and local wage and hour laws, including Federal overtime laws, as employees who typically work forty hours or fewer per workweek may begin working over forty hours per workweek. Employers must be sure to pay hourly, non-exempt employees who are subject to overtime laws one and one-half times their regular rate of pay for every hour worked over forty in the workweek.

Although employers may be overwhelmed in the aftermath of Hurricane Ida and may be facing technological difficulties or problems with their normal time-keeping systems, it is important to remember that businesses must still adhere to all wage and hour requirements, including accurately tracking employees’ work hours and compensating them for all time worked. Violations of Federal wage and hour laws, including overtime laws, can lead to substantial fines by the Department of Labor, back pay for employees, and liquidated damages.

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