WAGE & 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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