Tracking Labor Laws in the Evolving Mobile-First Workplace

Tracking labor laws in the evolving mobile-first workplace

Most organizations have recognized that we have been in the midst of an accelerating – and evolving – mobile transformation in the workplace for some time. While Bring Your Own Device (BYOD) programs were all the rage a few years ago, analyst firm Gartner predicts that by 2016, 38 percent of companies will stop providing devices to workers and by 2017, half of employers will require employees to supply their own device for work purposes.

Working mobile – and collaborating across multiple offices and locations – is no longer a novelty, it’s a common practice. And while a lot of the focus around the drivers of this has been with Generation Y and ‘digital natives’, the reality is that the nature of the job, rather than the age of the employee, dictates the extent of how much work is conducted on mobile devices each day.

As mobility has evolved, so too have the complexities emerging within the organization regarding the workforce – particularly when it comes to the litany of labor laws that have emerged over the last few years. Over the last decade, there was a whopping 400 percent increase in the number of collective action lawsuits alleging wage and hour violations, and the US Department of Labor (DoL) estimates 70 percent of companies are not compliant with wage and hour laws.

In a recent case, an employee took his company to court for unpaid time he had worked using his personal device. The court ruled in favor of the employee and the company had to pay damages to the employee. Meanwhile in California, a state already famous for having one of the most complex labor laws, employers must reimburse employees for job-related use of their personal devices.

The DoL now initiates 43 percent of its investigations on “emerging business models”, directing their resources to where the data and evidence show wage violations are most likely to occur. This means that organizations not only need to focus on better ways to make it easier for employees to stay productive, connected, and accountable but also need to closely look at processes and solutions to reduce inefficiencies, and to gain better visibility into how employees are working and spending their time.

For an organization to better serve the needs of its dispersed workforce and remain compliant with the plethora of local, state, federal and global labor laws, it needs to establish carefully drafted policies, ensure clear visibility into how employees track their hours, and implement technologies that easily track time and attendance. At Replicon, we recently announced the first and only out-of-the-box support for pre-configured pay rules that cover all U.S. states, all Canadian provinces and most European and Asian countries. With this library of pay rules, businesses can rapidly deploy a time and attendance solution without time-consuming and expensive customization work.

Jon Burns
Jon Burns
Jon is a Product Manager at Replicon who leads the Global Compliance Team. Replicon is an industry leader in global compliance and has a dedicated team which pro-actively monitors international labor regulations for ensuring proper adherence with specific country rule requirements.
Get started today.
Set up a free trial based on your business needs. Start Free Trial

One Image, Two Very Different Interpretations: What Does it Mean in Business?

Gender equality may be an idealistic goal, but the point of humanity is to get more out of our lives By Lakshmi Raj, Co-founder and Co-CEO at Replicon Entrepreneur |…Read More

The Troubling Issue of VC “Fake it Till You Make it” Culture

By Lakshmi Raj, Co-founder and Co-CEO at Replicon Medium | November 12, 2019 Given the auspicious start of WeWork’s growing empire, few expected that investors would lose enough confidence to…Read More

Global Compliance Desk – Bernalillo County, New Mexico

Mandatory Paid Time Off in Bernalillo County, New Mexico Ordinance The Bernalillo County, New Mexico Commissioners passed the "Employee Wellness Act," which, though formerly styled as a paid sick leave…Read More

Demystifying the millennial workforce: 5 tips from Trunk Club’s Andrew Anderson Devine

Time magazine labels the millennial generation the “most threatening and exciting generation,” infamous for “narcissism [and] its effect: entitlement.” In the workplace, the perception of the millennial workforce is no…Read More

Common pitfalls in professional services organizations & how to avoid them (1/3)

The professional services organization (PSO) landscape is changing -- employees are harder to recruit and retain, a globalized marketplace increases competition for clients, clients want more for less, and management…Read More

Exempt vs non-exempt workers: simplify employee classification

In the United States, most jobs are governed by the Fair Labor Standards Act (FLSA), which classifies workers into two broad categories: exempt and non-exempt. Under the FLSA, non-exempt employees are…Read More
  • Cloud
  • In The News
  • Corporate
  • Professional Services Management
  • Project and Program Management
  • Shared Services Management
  • Time and Attendance Management
  • Workforce Management
  • Customer Feature
  • Feature Update
  • Time Intelligence
  • Industry News
  • Webinar Recap
  • Global Compliance Updates
    Chat with us
    How can we help you?