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The U.S. Labor Department is looking to a Spring 2016 date for publishing the "Final Rule" revising the FLSA's Section 13(a)(1) regulations.

Efforts are underway to forestall the release of the U.S. Labor Department's proposed revisions in the regulations defining the FLSA's Section 13(a)(1) exemptions, or at least to influence the final form of the revised regulations.

The U.S. Labor Department's most-recent semi-annual regulatory agenda shows a July 2016 "Final Rule" timeframe for the revised regulations defining the FLSA's Section 13(a)(1) exemptions.

U.S. Labor Solicitor M. Patricia Smith has suggested that a late-2016 timeframe for the FLSA Section 13(a)(1) exemption changes is probable. We are not so sure.

A pressing question for employers at the moment is when the U.S. Labor Department will finalize changes in its definitions of the FLSA's Section 13(a)(1) exemptions.

Fisher Phillips has filed its own extensive comments on the U.S. Labor Department's proposals and requests relating to the FLSA's Section 13(a)(1) exemptions.

There will be no extension of the original 60-day period for commenting on the U.S. Labor Department's proposals and requests relating to the FLSA's Section 13(a)(1) exemptions.

Employers evaluating the impact of the U.S. Labor Department's proposed increase for the FLSA's Section 13(a)(1) exemptions' salary requirement still must keep in mind the "salary basis" and duties requirements.

Nearly 1,600 comments have already been posted in response to the U.S. Labor Department's proposals regarding the FLSA's Section 13(a)(1) exemptions.

Employers and trade groups should think very carefully about responding to the U.S. Labor Department's invitation to submit proposed "examples" to include in the Section 13(a)(1) exemption regulations.

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