05Sep
Third-Party Bonuses Are Not Necessarily “Remuneration” For Overtime Purposes, Third Circuit Holds
When an employer permits its employees to participate in a bonus program offered by the employer’s client, based on the work performed for that client, those bonuses do not always qualify as “remuneration for employment” that must be included in the...
By:
Jackson Lewis P.C.
Related
The Federal Trade Commission and the Antitrust Division of the Department of Justice (the “Agencies...
Read More >
Q: When an employee wants to change their tax information, for example move from 2 to 1 exemption or...
Read More >
Presented below is our summary of significant Internal Revenue Service (IRS) guidance and relevant t...
Read More >
As “Super Sick Monday” approaches, employers will review their sick leave policies and procedures ...
Read More >
Buying a competitor isn’t the only way to bring the attention of federal antitrust agencies. Our An...
Read More >
Where does creativity fit into compliance? In more places than you think. Problem-solving, accountab...
Read More >