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.
Management should take care not to focus so much upon FLSA-related "salary basis" developments that it fails to note changes in salary thresholds required under analogous state-law exemptions.
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.
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.