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Posts tagged exempt status.

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.

Indications are that the U.S. Department of Labor is seriously considering retaining the Obama Administration's procedure (or something like it) for automatic "updates" to the FLSA "white collar" exemption regulations' compensation thresholds.

The U.S. Department of Labor is appealing September's summary-judgment ruling against its "overtime rule".

We have submitted an extensive response to the U.S. Department of Labor's Request for Information seeking comment regarding the 2016 compensation changes in the agency's definitions of the FLSA's so-called "white collar" exemptions.

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.

Employers who are currently relying upon a "highly compensated" version of the FLSA's white-collar exemptions should carefully consider the 2016/2017 transitional implications of the higher "total annual compensation" dollar amount that goes into effect on December 1.

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