As I think about all of the agreements with arbitration provisions that I’ve drafted for clients over the years.
***wipes brow, tugs collar, clutches pearls***
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?
Rather than jump from my wage and hour soapbox — the hella-best soapbox in town — I’m going to step down slowly.
For you, my HR brothers and sisters, I need to testify a bit longer.
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?
Businesses will be like…
That’s because, earlier this month, Senator Patty Murray (D-WA), top Democrat on the Senate Health, Education, Labor, and Pensions (HELP) Committee, Senator Sherrod Brown (D-OH), and Representative Rosa DeLauro (D-CT), introduced the Wage Theft Prevention and Wage Recovery Act. According to this HELP press release, this new bill would put a lot of additional sharp fangs into the Fair Labor Standards Act.
I know when the new Department of Labor overtime rules are going to take effect.
Well, I think I know…
Call it a rule of reason. Or, maybe, it just doesn’t pass the smell test. We could even file this under “Just Sayin’.”
And, of course, it would fracture a few laws, among others, the Fair Labor Standards Act.
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…
1,250 hours.
An employee needs to have worked at least 1,250 hours during the 12 months prior to the start of leave under the Family and Medical Leave Act to be eligible to take qualified leave.
The Employer Handbook Blog