Labor law can be confusing and may lead a company into unintentional non-compliance. Work “prep” time, like training,  is technically considered "work" by the Wage and Hour Division of the U.S. Department of Labor.

The U.S. Department of Labor issued new guidelines for categorizing independent contractors and employees per the Fair Labor Standards Act. 

A Vermont-based insulation and roofing contractor paid more than $160,000 in civil money penalties and back wages following an investigation by the Department of Labor's Wage and Hour division.

The Wage and Hour Division found that the roofing contractor didn't pay employees until after arriving at their first jobsite despite completing pre-shift work beforehand.

A Florida roofing contractor is paying $31,673 in back wages for 30 workers after violating the Fair Labor Standards Act.

An investigation found the roofing contractor failed to regularly pay workers required overtime, including counting travel time between job sites.

The PAID program enabled employers to avoid accountability and deprived workers of their rights from taking action on FLSA violations, according to the Department of Labor.

The short answer to whether vaccines can be a condition of employment is "yes," but employers have a lot to consider before making it a policy.

The rules includes clarifications on the "economic reality" test, two "core factors" and other factors needed to determine if workers are employees or independent contractors.

Cano Roofing Inc., doing business as signature Roofing in Eagle, Idaho, must pay $48,206 in overtime to employees and faces $5,526 in penalties for child labor violations.