Employee Classification

New and Updated

• Type:

  Employment Law Guide

  Employee Classification: District of Columbia

  Updated to reflect the repeal of the overtime exemption for parking lot and garage attendants under the Wage Theft Prevention Clarification and Overtime Fairness Amendment Act of 2016, effective April 7, 2017.

• Type:

  Employment Law Guide

  Recruitment and Selection: Tennessee

  Updated to include state veterans' preference law.

• Type:

  Employment Law Guide

  Employee Classification: Kentucky

  Updated to reflect technical amendments to the minimum wage and overtime exemptions for employees of a nonprofit camp, religious or nonprofit educational conference center, effective March 21, 2017.

• Type:

  Employment Law Guide

  Independent Contractors: Connecticut

  Updated to include information on a Supreme Court of Connecticut ruling regarding the state ABC Test for independent contractor classification.

• Type:

  Employment Law Guide

  Employee Classification: Illinois

  Updated to reflect a new law invalidating the minimum wage and overtime exemption for domestic employees, effective January 1, 2017.

• Type:

  FAQs

  May an employer make deductions from its exempt employees' bonuses?

• Type:

  FAQs

  Is a nonexempt employee required to record or report his or her hours on a daily basis?

• Type:

  FAQs

  May an employer allow a nonexempt employee to work from home or have a flexible schedule?

• Type:

  Quick Reference

  Workplace Practices of Exempt and Nonexempt Employees

  Sometimes employees who are classified as exempt from the overtime requirements of the Fair Labor Standards Act (FLSA) need to be reclassified as nonexempt. This Quick Reference chart provides details about the differences in workplace practices regarding employees classified as exempt or nonexempt.

• Type:

  Letters and Forms

  Arizona Declaration of Independent Business Status

  The Arizona Declaration of Independent Business Status can be used to establish a rebuttable presumption of the existence of an independent contractor relationship under the state's labor code.