INSURE YOUR ORGANIZATION IS FLSA COMPLIANT!

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Attendance Enterprise has Built-in FLSA (Fair Labor Standards Act) & FMLA (Family Medical Leave Act).

Compliance with FLSA, especially as it relates to overtime pay, is increasingly crucial. The burden of proof is 100% on the employer to comply with FLSA regulations. Many unclassified employee groups have filed, and won, suits against school districts and other organizations for underpayment of overtime. Retroactive payments include twice the amount of overtime owed, along with legal fees.

According to the U.S. FLSA, overtime must be paid at 1.5 times the employee’s average pay rate after the employee has worked 40 hours. Because some employees work at different rates throughout the week, it can be complicated to calculate a fair overtime wage.

When Attendance Enterprise calculates the FLSA basis rate, it is working with the sum of the Pay Designations belonging to the Regular-Type Category, Overtime-Type Category and Special-Type Category (Gross Hours, Non Bonus Dollars and Bonus Dollars).

Attendance Enterprise "blended rates" provides a way for School Districts and other organizations to calculate overtime compliance with FLSA regulations.

FMLA grants temporary unpaid leave to qualified employees in certain organizations. This leave is limited to 12 weeks per year for the birth or adoption of a child, the care of a seriously ill parent, child, or spouse, or for a serious illness that prevents the employee from working.

Leave can be taken concurrently or as-needed. In most cases, the employee is guaranteed employment after the benefit period and health coverage throughout and after the benefit period.

Attendance Enterprise - FLSA Compliant

Not all employees work enough hours or have been employed for long enough to take advantage of FMLA leave. Summaries and reports in Attendance Enterprise clarify and document who is and who is not eligible, according to Federal and State laws, and company policy. Attendance Enterprise reports can show whether employees qualify for FMLA leave regardless of the 12-month qualifying period your organization uses. An FMLA bank makes it easy to see when employees qualify for FMLA leave. As hours are used, they are subtracted from the FMLA bank.

Attendance Enterprise tracks all eligibility, leave hours, and employee data. Because the Department of Labor’s Wage and Hour Division investigates complaints employees make, it is critical to keep accurate records. Employees who feel they have been denied FMLA leave unfairly can file civil litigation for associated costs (lost wages, child care) plus interest. Attendance Enterprise reduces the risk to your organization by storing accurate, to-the-minute records of an employee’s eligibility for, and use of, FMLA.