Once upon a time, a seriously-alarmed legislative body concluded that wage-hour claims and litigation had gotten out-of-hand . . .
Legislation pending in the House and the Senate would radically transform federal wage-hour requirements and enforcement.
Legislation has been introduced that would ultimately more-than-double the FLSA's minimum wage from today's $7.25 an hour to $15 an hour.
The U.S. House of Representatives is considering legislation that would amend the FLSA to permit private-sector employers to offer compensatory time off in lieu of monetary overtime compensation.
Employers should review our summary chart to be sure that they are aware of applicable state minimum-wage increases for 2017.
Perhaps the conditions are right for a coalition drawn from employees, employers, and government representatives to wrestle the FLSA into the 21st century.
Congress has responded to the U.S. Labor Department's impending revisions of its FLSA Section 13(a)(1) exemption definitions by introducing nullifying legislation.
Be sure you are aware of all applicable state and local minimum-wage increases for 2016.
A report advocating scheduling requirements and limitations in the District of Columbia is representative of a much-broader movement of this kind.
It appears that coordinated efforts to press for legally-mandated scheduling requirements are underway.