It seems that a lot is going on in DC these days. In what may have been lost in all the other activity, yesterday the Department of Labor issued a Request for Information seeking notice and comment before issuing revised proposed regulations regarding the minimum salary level required to meet the three most common exemptions
In Other News, Trump’s DOL Withdraws Guidance on Joint Employment and Independent Contractor Classifications
Thank you Fox Rothschild LLP’s Steven Ludwig for forwarding this to me.
Yes, there are other developments going on with the Trump Administration that have nothing to do with Russia, Twitter, and fake news.
Today the Department of Labor withdrew its 2015 and 2016 informal guidance on joint employment and independent contractors. Why is
American employees get paid for answering after hours emails; French employees can ignore them altogether
Over the weekend the Washington Post reported that France has enacted a new law that allows employees to ignore work emails outside typical working hours. According to the Washington Post, the purpose behind the new French law is to reduce the impact of the stress of work on people’s personal time. While the new French
What happens now with overtime under the Fair Labor Standards Act?
Late last month a federal judge in Texas issued a nationwide injunction against implementation of the Obama Administration’s new overtime rules under the Fair Labor Standards Act. The new rules were supposed to go into effect on December 1, 2016, and would have resulted in substantially more employees becoming eligible for overtime under the FLSA.
On December 1, 2016 More People Than Ever Before Will Be Eligible for Overtime Under the FLSA
On December 1, 2016, the salary component of the three most popular exemptions under the overtime requirements of the Fair Labor Standards Act will go from $455 to $913 per week ($47,476 annually). The immediate impact of this change is that if a company is not paying existing salaried employees at least $47,476 annually, then