Michelle Higgins

HUMAN RESOURCES

Michelle is an Associate Editor on the Human Resources Publishing Team at J. J. Keller & Associates, Inc. She researches and creates content on a variety of employment-related topics including benefits, compensation, overtime, wage deductions, exempt/nonexempt employees, health and retirement plans, independent contractors, and child labor.

Michelle also contributes content on compliance and best practices for use in J. J. Keller & Associates, Inc. products including the Wage & Hour Compliance manual and the Benefits & Compensation Regulatory Alert newsletter.

Have a compliance question for Michelle? Send it through J. J. Keller's Expert Help feature included with all publications in the Compliance Library.

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Articles written by Michelle Higgins

› Voluntary benefits play a big role at companies today

› FLSA wage rules when the weather is frightful

› Are your employees using their Health Savings Accounts?

FAQs answered by Michelle Higgins

How long can we withhold a final paycheck?

ANSWER:
Many states have strict rules about paycheck laws. The federal Fair Labor Standards Act (FLSA) says that although employers aren’t required to issue final paychecks immediately upon employment separation (whether voluntary or involuntary), nonexempt employees must be paid for all hours worked and be paid on the next regularly scheduled payday.

Can we hire a 16-year-old over the summer to work full-time in our warehouse?

ANSWER:
The Fair Labor Standards Act (FLSA), does not limit the number of hours (or time of day) for workers 16 years and older. Some states have stricter rules, so double check your state law before employing young workers. Keep in mind, the FLSA prohibits workers under the age of 18 in non-agricultural operations from operating hazardous equipment (such as power tools, machinery, forklifts, etc.).

Can we require exempt employees to punch a time clock?

ANSWER:
Yes, exempt employees can be required to follow a particular work schedule as well as punch a time clock or track their work hours. Being classified as “exempt” means only that they’re exempt from overtime and minimum wage laws.

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