by Mimi Soule | Mar 26, 2020 | Compliance, COVID-19 / Families First Coronavirus Response Act, Employee Leave, FMLA, Wage and Hour
The Department of Labor has recently provided us with some additional guidance and interpretation of the Families First Coronavirus Response Act (FFCRA). For a summary of the FFCRA’s requirements, please see our previous blog post. What Did the DOL Clarify?The...
by Mimi Soule | Mar 19, 2020 | Compliance, COVID-19 / Families First Coronavirus Response Act, Employee Leave, FMLA, Wage and Hour
As many of you already know, last night, Trump signed into law the Families First Coronavirus Response Act (FFCRA). Among other things, FFCRA (1) expands the requirements of the Family and Medical Leave Act to small businesses with less than 500 employees to require...
by Mimi Soule | Mar 17, 2020 | Compliance, COVID-19 / Families First Coronavirus Response Act, Unemployment Benefits, Wage and Hour
With customers staying home, employees working remotely and some businesses temporarily closing, we wanted to provide North Carolina business owners and managers with some possible options on how to manage and pay employees during this time. As you know, this...
by Mimi Soule | Mar 13, 2020 | Americans with Disabilities Act, COVID-19 / Families First Coronavirus Response Act, Discrimination, Employee Leave, FMLA, Legal Risk, OSHA/Safety, Wage and Hour
All employers, no matter how small, are required under NC and federal law to provide a safe working environment for their employees. To meet this legal obligation, employers should create a plan to prevent the spread of COVID-19 and to avoid exposing employees and...
by Mimi Soule | Nov 14, 2019 | Compliance, Legal Risk, Wage and Hour
As a small business owner, I work with – and network with – many business advisors and coaches. And I keep hearing that I need to schedule time before the end of the year to focus on analyzing my business efforts in 2019 and update my business plan for...
by Mimi Soule | Sep 24, 2019 | Compliance, Wage and Hour
Today, the DOL issued its final ruling on new changes to certain white collar exemptions. As many of you are aware, generally, all employees are non-exempt and eligible for minimum wage and overtime pay unless their position can be classified as “exempt”...
