A bill to require employers to "consider" employee applications for flexible work terms and conditions entails more than first meets the eye.

Many say that it is time to harmonize this Depression-era law with the realities of modern working environments.

The Seventh Circuit U.S. Court of Appeals has adopted an employer-favorable approach to calculating overtime for an employee who was misclassified as exempt.

What impact, if any, might after-hours or off-day use of a BlackBerry® or another personal digital assistant have with respect to employees whom an employer treats as exempt under one of the federal Fair Labor Standards Act's "white collar" exemptions?