Prompted by telework arrangements that arose in response to the Coronavirus Disease 2019 (COVID-19) pandemic, the U.S. Department of Labor’s Wage and Hour Division (DOL) issued a Bulletin addressing important work-from-home wage-and-hour considerations. The DOL’s Bulletin presents useful guidance for employers grappling with the challenges of managing working time and pay of employees forced into remote work arrangements by COVID-19. The Bulletin reaffirms the importance of clear timekeeping policies, procedures, and practices, and indicates that reviewing proper compensation for teleworking employees is on the DOL’s radar.

Read the full GT Alert, “DOL Issues Guidance on Wage-and-Hour Obligations as Pandemic Increases Telework.”

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Photo of Lily M. McNulty Lily M. McNulty

Lily is a trusted advisor to companies of all sizes in the areas of employment law and labor relations. She takes great pride in building relationships with clients and providing practical, strategic advice. Clients value her knowledge of employment laws and commitment to…

Lily is a trusted advisor to companies of all sizes in the areas of employment law and labor relations. She takes great pride in building relationships with clients and providing practical, strategic advice. Clients value her knowledge of employment laws and commitment to their business goals, improving employee relations, and minimizing legal risk.

Lily provides compliance-related and strategic advice on virtually all employment related matters such as managing employee relations and performance, complying with wage and hour laws, conducting background checks, complying with pre-employment laws relating to requesting criminal history and salary information, drug and alcohol tests, assessing reasonable accommodations, complying with pregnancy and disability discrimination laws, administering leaves of absences and sick leave, FMLA usage, proper employee classification, severance packages and separation agreements, employment agreements, reductions in force, non-competition agreements, complying with a myriad of discrimination and harassment laws, and a variety of other employment-related topics. Lily also works closely with clients to draft and implement human resources systems, audits, and handbooks designed to foster positive employee relations and comply with employment laws.

Photo of Jon Zimring Jon Zimring

Jon Zimring is Co-Chair of the firm’s Labor & Employment Practice’s Workforce Compliance & Regulatory Enforcement group. He practices management-side labor and employment law, representing clients before both the courts and administrative agencies, including the U.S. Department of Labor (DOL), the Office of…

Jon Zimring is Co-Chair of the firm’s Labor & Employment Practice’s Workforce Compliance & Regulatory Enforcement group. He practices management-side labor and employment law, representing clients before both the courts and administrative agencies, including the U.S. Department of Labor (DOL), the Office of Federal Contract Compliance Programs (OFCCP), the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC), numerous state and local counterparts to these agencies, and additional other federal, state, and local agencies that investigate, audit compliance with, and enforce labor and employment laws. Drawing on this experience, he also has an active practice assisting employers with prevention through proactive audits, compensation analyses, investigations and consultation, and the development of policies, procedures, systems and training. Jon’s practice includes the representation of employers through virtually all workplace issues, including traditional labor relations with unions, affirmative action compliance, wage and hour, leave and disability, and all forms of discrimination, harassment, and retaliation.

Photo of Christiana L. Signs Christiana L. Signs

Ms. Signs’ practice concerns complex employment matters, focusing primarily on class and collective wage and hour, discrimination and Fair Credit Reporting Act litigation. She has experience pursuing appellate issues related to employment-related class and collective action litigation, having co-authored several principle and amicus…

Ms. Signs’ practice concerns complex employment matters, focusing primarily on class and collective wage and hour, discrimination and Fair Credit Reporting Act litigation. She has experience pursuing appellate issues related to employment-related class and collective action litigation, having co-authored several principle and amicus briefs in cutting-edge class action employment cases. Ms. Signs routinely advises employers on an array of labor and employment compliance matters. Those include Fair Credit Reporting Act and state background check issues; best practices vis-à-vis employment dispute resolution programs; and drafting, enforcing and negotiating restrictive covenants. A member of the firmwide Business Continuity Amid COVID-19 Team, she advises her clients regarding telecommuting and the Families First Coronavirus Response Act.