The first of several USDOL "listening" sessions provided few answers. The primary question remains whether the agency will listen this time around as it takes on the FLSA's white-collar exemptions.
The U.S. Department of Labor projects that no proposed changes in the 2016 compensation revisions affecting the FLSA's "white collar" exemptions will be forthcoming before October 2018.
Judge Mazzant has granted summary judgment in favor of the employer groups who filed the lawsuit, signifying yet another setback for the so-called "Overtime Rule".
The 5th Circuit U.S. Court of Appeals has "tentatively" scheduled oral arguments for the week of October 2, 2017 regarding the U.S. Department of Labor's efforts to overturn last November's preliminary injunction blocking salary-related changes affecting FLSA's "white collar" exemptions.
A U.S. Department of Labor information request will be published tomorrow morning to seek additional public comment regarding the 2016 compensation revisions in the regulations defining the FLSA's "white collar" exemptions.
The U.S. Department of Labor has filed a Reply Brief in its appeal of last November's preliminary injunction that blocked the salary-related changes in the regulations defining the FLSA's "white collar" exemptions.
Federal District Judge Amos L. Mazzant has denied the U.S. Department of Labor's request to halt proceedings in his court while it appeals the preliminary injunction he granted preventing salary-related changes in the FLSA's "white collar" exemption requirements from taking effect.
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.
Some might find U.S. Labor Department "Fact Sheets" to be useful summaries or overviews in evaluating exemption status, but these materials are not themselves the definitions of exempt status under the FLSA's Section 13(a)(1).