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Posts tagged Section 13(a)(1).

Nearly 1,600 comments have already been posted in response to the U.S. Labor Department's proposals regarding the FLSA's Section 13(a)(1) exemptions.

Employers and trade groups should think very carefully about responding to the U.S. Labor Department's invitation to submit proposed "examples" to include in the Section 13(a)(1) exemption regulations.

There appears to be some misunderstanding or uncertainty about particular aspects of how an employer should undertake to evaluate whether and to what extent the U.S. Labor Department's proposed increase in the "white collar"-exemption's salary threshold would affect employee compensation.

The anxiously-awaited proposed changes in regulations defining the FLSA's executive, administrative, professional, outside-sales, and derivative exemptions have been published by the U.S. Labor Department for public consideration and comment.

Indications are that the proposed new definitions for the FLSA's executive, administrative, professional, outside-sales, and derivative exemptions will not be officially published this week.

Proposed new definitions for the FLSA's Section 13(a)(1) executive, administrative, professional, outside-sales, and derivative exemptions have been submitted to OMB for review.

Employers are permitted to take cost-control concerns into account in designing a variety of new pay plans for employees who become non-exempt as the result of revisions in the U.S. Labor Department's exemption regulations.

Management should be thinking NOW about alternative ways to pay employees who become non-exempt as the result of revisions in the U.S. Labor Department's exemption regulations.

The U.S. Labor Department now says only that the proposed revisions will be released in "coming months".

Recent "open letters" and related publicity strongly suggest that a substantial increase in the salary test for the FLSA "white collar" exemptions is probable.

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