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.
The slow death of the 9-5 workday, together with the arrival of the new FLSA overtime rules, which do into effect on December 1, could create one of the bigger wage-and-hour pitfalls for employers in 2017 and beyond.
How was your Fourth of July weekend?
Did you knock your 5-year-old off of her scooter in the middle of Main Street to the shocked and judging, “Ohhhhhhhhhhhhhhhhhhhs….” of spectators on both sides of the street with smartphones up capturing all of the parade action for posterity?
***checks YouTube again***
Well, neither did I.
On December 1, 2016, the new Department of Labor overtime rules will take effect. Yesterday, Senate labor committee Chairman Lamar Alexander (R-Tenn.) and Senate Homeland Security and Governmental Affairs committee chairman Ron Johnson (R-Wisc.) announced (here) new legislation under the Congressional Review Act to to stop the overtime rules dead in their tracks.
You ever see that scene in Minions where the caveman tries to stop a bear with a flyswatter?
Keep preparing for the new overtime rules.
Last night, the U.S. Department of Labor published its final rule updating the Fair Labor Standards Act overtime regulations. Unless you’ve been living under a rock, if you dabble in human resources, you’ve heard a thing or two about these changes, which the White House has touted as automatically extending overtime pay protections to over 4 million workers within the first year.
What are the changes and how will they impact your workplace?
The U.S. Department of Labor announced on Monday that “a human resources outsource provider will pay $1 million in back overtime wages and damages combined to hundreds of employees after a U.S. Department of Labor investigation that found widespread Fair Labor Standards Act violations.”
So what did a human resources provider do wrong?
I know when the new Department of Labor overtime rules are going to take effect.
Well, I think I know…
On February 9, over 100 members of Congress signed this letter to Secretary of Labor Thomas E. Perez to voice their opposition to the new proposed overtime rules, which could go into effect in July. I only have an electronic version of the letter. But, it looks like it was signed in high-quality ink, and printed on really nice bonded letterhead. Except, you know that “not worth the paper it’s printed on” expression…
The Employer Handbook Blog