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USDOL has announced that it does not expect to address the FLSA white-collar exemptions (the so-called “overtime rule”) until March 2019 and has slotted "joint employment" for December 2018 instead.

Changes from USDOL have been numerous and fast paced. Take a second to look back on what has already happened in the federal wage and hour world in 2018, and what is yet to come.

The public comment period for the USDOL's proposed rescission of the 2011 tip regulations has closed. Regardless of where data and "fairness" concerns might lead one, the fundamental legal issue is that the agency's authority does not extend to circumstances where an employer is not taking the tip credit.

The U.S. Department of Labor has now proposed regulatory revisions that would in effect rescind the prior administration's tip-retention restrictions as to employers who do not rely upon the FLSA tip-credit.

What if there is already a way to "credit" various non-salary compensation against an increased salary minimum?

The publication date for the U.S. Labor Department's revised federal Fair Labor Standards Act's Section 13(a)(1) "white collar" exemption definitions remains uncertain.  But a growing consensus is that they are likely to be released within the next four weeks or so.

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.

The U.S. Labor Department has submitted its final revised regulatory definitions of the FLSA's Section 13(a)(1) exemptions for review by the Office of Information and Regulatory Affairs.

Can employers comply with the FLSA by paying non-exempt employees weekly salaries that "build-in" overtime compensation for up to a particular number of overtime hours?

U.S. Solicitor of Labor M. Patricia Smith has reportedly said again today that the U.S. Labor Department's revised regulatory definitions of the FLSA's Section 13(a)(1) exemptions will be released in July.

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