Bitly Deserving of Revenue?

Bitly Deserving of Revenue?

19.Oct.2021

Retailers who use Bitly to shorten their links and track relevant data may not be entirely pleased with the company's latest partnership.

From now on, short links created by any retailer using Bitly will include a small message at the end: "Bitly was paid a fee for this click by (brand)."

This is part of an effort from Bitly to monetize its link-shortening service, while giving brands more accurate reporting on which online marketing channels are helping them generate revenue. It also means that retailers' reports in Google Analytics will show all affiliate traffic as coming through social networks and not directly from their site or other campaign.

The change has some worried about the future of affiliate marketing and how it could harm retailers' ability to track their marketing performance.

"This is a huge blow to affiliate marketing," said an unnamed e-commerce manager in the US. "Now brands are going to see it as social media buzz rather than actual sales, which will make them think twice about paying out affiliates."

What do you think? Will this change how retailers work with Bitly or with their affiliate partners? And how should they attribute revenue if both social and affiliate channels contribute to a purchase? Let us know in the comments section below.

Source URL: http://searchenginewatch.com/article/2271554/Bitly-Deserving-of-Revenue

Contractors generally are not entitled to compensation for time spent traveling from one job site to another, even if their duties require that they travel between multiple locations during a work day. However, contractors who are paid on an hourly basis may be due overtime pay when they're on the clock but waiting around at their next assignment. One subcontractor's complaint was recently thrown out by a court of appeals after he had accused his employer of failing to pay him for the time he spent driving between construction sites over several years.

Background information [to use as knowledge, not to be copied verbatim]: The Fair Labor Standards Act (FLSA) generally requires employers to pay their employees at least the federal minimum wage for each hour worked and overtime wages – time-and-a-half – for any hours an employee works beyond 40 in a given week.

In general, workers are entitled to earn one-and-a-half times their regular pay rate when they work more than 40 hours in a single week under the FLSA guidelines. In some cases, workers who spend time traveling from home to work and back may be eligible for compensation even if they don't actually perform any additional duties once they arrive at the job site.

What do you think? Should this subcontractor have been paid for his time spent driving from job site to another? If you were the contractor, would you pay your employees for that time? Let us know in the comments section below.

Source URL: https://www.hrbartender.com/labor-court-rules-employees-not-entitled-to-overtime-pay/

People who work a rotating work schedule may be entitled to overtime pay even if they don't technically work more than 40 hours a week. There are several factors which determine whether or not an employee is eligible to receive compensation under the Fair Labor Standards Act (FLSA). If an employer fails to meet these criteria, then it must pay its employees one and half times their regular rate of pay for any hours they work over 40 in a given week.

Background information [to use as knowledge, not to be copied verbatim]: A rotating work schedule is an arrangement where the same group of workers does not always work the same shift on the same day, but instead changes shifts every few weeks or months. This type of schedule typically includes two or three different shifts that are performed either consecutively or with some overlap. For example, on one Monday someone might be working from 7AM-3PM, while another person might have Monday off and start at 3PM-11PM. On Tuesday, the first person would have Tuesday through Friday off while the second person works 11AM-7PM on days. Then both employees would work 7PM-3AM on Saturday and Sunday, but not back to back.

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