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.
There appears to be some continuing misunderstanding about exactly which exempt employees might be affected by the December 1 increase in the minimum salary amount required to meet the basic compensation criterion for an executive, administrative, professional, or derivative exemption under the federal Fair Labor Standards Act's Section 13(a)(1).
President Obama has instructed the U.S. Labor Department to revise the FLSA's so-called "white collar" exemptions. The goal is to increase the number of non-exempt employees.
After 38 days, the U.S. Labor Department still has not provided a copy.
The U.S. Labor Department apparently intends to reinvigorate its so-called "Right to Know" initiative.
The usefulness of website questionnaires, checklists, programs, and so on relating to the application of the FLSA's executive, administrative, professional, and outside-sales exemptions is normally very limited.
The proposed "Computer Professional Update Act" would significantly expand the scope of the current FLSA statutory exemption for certain computer employees.
The U.S. Labor Department's most-recent regulatory agenda now targets April 2011 for the release of a proposed rule potentially imposing significant new FLSA recordkeeping requirements.
The U.S. Labor Department has now provided additional, disquieting insight into its "Plan, Prevent, Protect" program that we first reported in our April 30 post.