HR, payroll, and finance leaders at post-acute and long-term care providers need to determine whether shift differentials (e.g., night/weekend), bonuses, hazard pay, and on-call pay must be included in the FLSA “regular rate,” and then correctly compute overtime premiums without underpaying employees or triggering wage-and-hour risk.
- Nothing published here yet.
This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.