As the summer comes to a close, USDOL’s continued momentum ensures a busy fall for employers. While we await the details, one thing is clear – employers should take these three steps right now.
USDOL has maintained a very busy agenda for the end of 2018 and the beginning of 2019, but recent action plans released by the President show that we may be in for additional, significant regulatory changes in the future.
Fisher Phillips continues to urge USDOL to publish a valid "Overtime Rule" that is practical to apply.
USDOL's proposed white-collar exemption changes a/k/a Overtime Rule 2.0 includes a proposed minimum salary threshold of $679 per week. The period for public comment will close on May 21, 2019.
USDOL's long-awaited proposed white-collar exemption changes a/k/a Overtime Rule 2.0 includes a proposed minimum salary threshold of $679 per week.
USDOL reportedly is submitting a proposed rule for review by the federal Office of Management and Budget. Publication on target for first quarter.
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.
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.