Let’s assume that you run a business that may operate illegally under federal law. Continue reading
Yesterday, the U.S. Department of Labor announced here that it will issue a final overtime rule today. Most notably, the DOL is updating the earnings thresholds necessary to exempt executive, administrative and professional employees (EAPs) from the Fair Labor Standards Act’s (FLSA) minimum wage and overtime pay requirements.
Below, I’ll address that new salary level and just about everything else that employers need to know about this new rule: Continue reading
I remember the time that the U.S. Department of Labor showed up unannounced to the Bloggerdome.
It was yesterday. And, I’m pretty sure that the five-year-old ratted me out for paying my other three kids in Cheerios for installing a marble driveway. The driveway was a birthday gift I gave to myself.
(I turn 43 today.)
But, lesson learned. And even though this never really happened, I feel your pain, friends. I know how difficult it can be to comply with wage and hour laws. Continue reading
Remember that f**king fire drill?
Back in 2016, the United States Department of Labor proposed a rule that would have made millions of workers eligible to earn overtime for the first time by raising the salary-level that exempts certain individuals from overtime eligibility under the Fair Labor Standards Act.
And employers panicked. Many businesses converted salaried employees to hourly. Others got raises. Some received both. It was a mess. The only happy people were the employment lawyers.
But, then a federal judge in Texas entered a nationwide injunction against the proposed DOL rule, and everything went away, except those raises and pay changes that you could exactly stuff back into the tube of toothpaste.
Welcome to Round Two