Ringing in 2018, the U.S. Department of Labor is increasing the maximum civil money penalties available for certain FLSA violations.
For the second time in less than a year, the U.S. Department of Labor is increasing the civil money penalties available for certain violations of the FLSA and/or related regulations.
Two suits have been filed challenging the U.S. Labor Department's impending increases to the dollar-amount thresholds for most of the federal Fair Labor Standards Act’s so-called "white collar" exemptions.
It seems unlikely that recent Congressional proposals will succeed in stopping, deferring, changing, or curtailing the enforcement of the U.S. Labor Department's coming increases in the minimum dollar thresholds required for most of the FLSA's so-called "white collar" exemptions.
The potential impact of the U.S. Labor Department's unfounded fluctuating-workweek commentary could be exacerbated by unnecessarily dire observations.
The U.S. Labor Department's new FLSA "tip-credit" pronouncements are a mixed-bag for employers.
Paying overtime to them is not necessarily a dealership's only option.
The U.S. Labor Department's April 5 Final Rule attempts to restrict fluctuating-workweek pay plans in two ways.
The U.S. Wage and Hour Division has published a "Final Rule" relating to a number of FLSA topics. The courts should reject much of the document.