Wage and Hour Considerations
Are we compliant with federal, state, and local minimum wage laws, especially if we plan to adjust pay rates during the World Cup? Have we reviewed the current minimum wage requirements in our jurisdiction, including any scheduled increases? How will increased overtime hours affect our payroll, and are we prepared to compensate employees accordingly? Do we need to reclassify any employees from exempt to non-exempt status (or vice versa) based on their duties during the event? Are we adhering to legal requirements for meal and rest breaks, especially during extended shifts? How will we compensate employees for mandatory training or meetings related to World Cup preparations? Are there specific wage and hour laws applicable to temporary or seasonal workers that we need to consider? Do we need to implement shift differentials or premium pay for night shifts, weekends, or holidays during the event? How will we handle compensation for on-call time or employees waiting to be engaged during peak periods? Are we prepared to comply with regulations regarding maximum working hours – especially with regard to minor workers – to prevent employee fatigue and potential legal issues?
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