December 1, 2016 was quite a day!
In a massive stroke of irony, a federal judge — one appointed by President Barack Obama — entered a nationwide injunction Tuesday to stop the implementation of the U.S. Department of Labor Fair Labor Standards Act overtime rules that would have taken effect on December 1, 2016.
In March 2014, President Obama directed the Secretary of Labor to “modernize and streamline” the existing overtime regulations for executive, administrative, and professional employees” (read: create more overtime $$$ because raising the minimum wage wasn’t working).
Nearly three years later, the crown jewel of President Obama’s HR-compliance legacy is on ice and could be completely undone.
If I had a quarter for every time I heard someone
criticize me for acting aloof at Starbucks by ordering a “medium” rather than a “grande” use the term “salaried-exempt,” I could play air hockey all day at Chuck-E-Cheese.
Hmm, that sounded less creepy in my head. But, seeing it typed out and all, yeah, sorry.
(In a dorky lawyer kinda way).
While that’s going down, let me catch you up with some other recent HR-compliance nuggets:
A few weeks ago, I blogged here about a federal agency — one that rhymes with EEOB — reaching a 7-figure settlement with its workers of alleged Fair Labor Standards Act overtime violations involving comp time.
Last week, the Third Circuit Court of Appeals issued an opinion, in which it addressed another tricky situation involving overtime offsets.