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Wage and Hour Laws Blog

Posts in Final Regulations.

U.S. Labor Secretary candidate Alexander Acosta's March 22 confirmation hearing might have provided insight into some potential Labor Department actions affecting the FLSA and analogous federal laws.

For the second time in less than a year, the U.S. Department of Labor is increasing the civil money penalties available for certain violations of the FLSA and/or related regulations.

The U.S. Department of Labor has appealed last week's court order that prevented the salary-related changes in the FLSA's "white collar" exemptions from taking effect today.

Care and reflection are essential in deciding what to do in light of yesterday's ruling halting the salary-related "white collar" exemption changes.

Donald Trump's election does not mean that employers may now ignore the coming changes in the federal Fair Labor Standards Act's "white collar" definitions.

Employers who are currently relying upon a "highly compensated" version of the FLSA's white-collar exemptions should carefully consider the 2016/2017 transitional implications of the higher "total annual compensation" dollar amount that goes into effect on December 1.

With only about 60 days to go, we continue to urge employers to move forward with their final preparations for the increased dollar-amount thresholds under the federal Fair Labor Standards Act's so-called "white collar" exemptions.

Two suits have been filed challenging the U.S. Labor Department's impending increases to the dollar-amount thresholds for most of the federal Fair Labor Standards Act’s so-called "white collar" exemptions.

It seems unlikely that recent Congressional proposals will succeed in stopping, deferring, changing, or curtailing the enforcement of the U.S. Labor Department's coming increases in the minimum dollar thresholds required for most of the FLSA's so-called "white collar" exemptions.

What will and will not count as "nondiscretionary" bonuses and incentive payments for purposes of the U.S. Labor Department's coming alternative 90%/10% approach to meeting the FLSA "white collar" exemptions' salary test?

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