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., vacation, personal leave, sick leave);; 🗹 Reasons for PTO not being approved;; 🗹 Employee headcount;; 🗹 Overtime hours worked; Qualitative Data Collection: 🗹 Reasons for not taking leave (e.g., workload, lack of coverage, manager disapproval, accruing for a later purpose);; 🗹 Employee understanding of PTO policies;; 🗹 Employee perceptions of corporate/department culture on taking time off;; 🗹 Employee feedback on improving PTO usage;; 🗹 Manager’s challenges in approving PTO requests (e.g., late requests, holiday weeks, request/approval system, staffing issues);; 🗹 Impact on team/department when employees are absent (high, low, unacceptable, etc.).;; 🗹 Manager feedback on improving PTO usage;; 🗹 Focus group sentiments regarding the effectiveness of PTO policies and practices that impact usage (positive or negative); Calculations 🗹 Calculate the percentage change in requests year-over-year and month-over-month. ;; ;Example formula: [(requests in current year – requests

Department of Labor recovered more than $1.4 million in back wages for more than 2,600 employees after finding a San Jose, California-based electrical engineering and construction company failed to pay them proper overtime rates, a violation of the Fair Labor Standards Act (FLSA).

In manufacturing, the average workweek was steady at 40.0 hours, and overtime edged up by 0.1 hour to 2.9 hours.

While the Fair Labor Standards Act (FLSA) includes an array of exemptions from minimum wage and/or overtime requirements, most misclassification issues that land in court involve the “white collar” exemptions (executive, administrative, professional, computer, and outside sales).

For WorldatWork Members Guidance on How to Avoid Common FLSA Classification Errors , Workspan Daily Plus+ article;‘No Tax on Tips’: The Current State at the State Level , Workspan Daily Plus+ article;‘No Tax on Overtime’: The Current State at the State Level , Workspan Daily Plus+ article;FLSA Implementation Toolkit , tool;State Laws Comparison Tool , tool; For Everyone The Facts on Tax: Breaking Down the H.R. 1 Overtime, Tips Provisions , Workspan Daily article;Wage-and-Hour Compliance: You Are Either Fine or Fined , Workspan Daily article;Supreme Court Rules Against Higher Evidence Bar for Exempt Status , Workspan Daily article;Essentials of Compensation Management , course;Salary Budget Planning Playbook: Data, Strategy and Insights for the Year Ahead , on-demand webinar; Since being included in the final version of H.R. 1 (otherwise known as the One Big Beautiful Bill Act), signed by President Donald Trump on July 4, the “no tax on tips” provision

A few highlights of the new requirements include: Overtime pay is increased if total annual overtime hours exceed 100, payable at 150% (rather than 125%) of normal pay for the first hour of overtime per week and 175% (rather than 137.5%) for any additional hours, and payable at 200% for overtime on a weekly rest day or public holiday (rather than 150%).

The question is of concern to employers because salaried workers can become eligible for overtime pay if employers make deductions from their wages.

Tax cuts on tips — as well as on overtime compensation and Social Security benefits — will certainly be in those conversations.

NBC News stated that may be in part because of Japan’s overtime work culture, which often pressures women to choose between having careers or families.

Workspan Daily article;The Facts on Tax: Breaking Down the H.R. 1 Overtime, Tips Provisions , Workspan Daily article;Sharing Salary Data: When Is It Safe vs.