Overtime

Posts Tagged Overtime

 

As you know, on July 6, 2015, the U.S. Department of Labor (DOL) published its proposed changes to the overtime regulations under the Fair Labor Standards Act (FLSA). Under the Act, to be exempt (from overtime), an employee must meet 3 requirements:

The employee must be paid a minimum weekly salary;

July 27, 2015

Overtime Rule Change Bad for Business?

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July 24, 2015
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On July 6, 2015, the U.S. Department of Labor (DOL) published its proposed changes to the overtime regulations under the Fair Labor Standards Act (FLSA). The changes are significant and fall into two categories: salary basis and primary duties test. This post will focus on the minimum salary part of the proposal. We’ll address the primary duties test in a separate post.  

July 22, 2015

E-Mail Curfew May Help Newly Nonexempt Employees Adjust

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July 20, 2015
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Overtime Proposed Rule Will Result in 'Hard Choices' for Some Employers

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July 20, 2015
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More Overtime Due? DOL Narrows Independent Contractor Classification

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July 16, 2015
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Here’s my common sense response to the FLSA proposed rule. Pay your people for the work they are doing. Seriously, that’s all. Ideally, pay them what they are worth. If you don’t think they are worth what you’re paying them, it might be time to part ways.


 

July 16, 2015
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DOL Questions About Duties Tests Should Concern Employers

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July 9, 2015
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'Death Spiral' for Exempt Employees Predicted

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July 9, 2015
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We have heard it before.  The proposed regulatory changes to the white collar exemption are  “imminent.”  And, then they were delayed.

Well, the regulations were sent by the  DOL to the OMB.  The conventional wisdom is that they will be published on June 18, 2015 (I suspect so the DOL can say “Spring”).

We know the purpose and effect of the proposed regulations will be to increase the number of individuals who are non-exempt.  At a minimum, exempt status will carry a heavier price tag.

June 2, 2015

After New Overtime Rule, Employers Will Seek Ways to Lower Labor Costs

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May 26, 2015
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Proposed Overtime Rule Advances to OMB Review

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May 7, 2015

An Aug. 4, 2014, settlement between the U.S. Department of Labor and LinkedIn illustrates that not training employees and managers on Fair Labor Standards Act (FLSA) requirements may prove much costlier than providing the training in the first place.

LinkedIn agreed to pay $3.35 million in overtime back wages and $2.51 million in liquidated damages to 359 employees working at company branches in California, Illinois, Nebraska and New York. The Wage and Hour Division found that the company was in violation of overtime and record-keeping provisions of the FLSA.

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August 28, 2014

More than half of all U.S. employers (56 percent) expressed concern with stepped-up rulemaking and enhanced federal agency enforcement, according to the 2014 Executive Employer Survey report from law firm Littler.

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July 16, 2014

The U.S. Department of Labor (DOL) held a listening session with Society for Human Resource Management (SHRM) officials and members on overtime regulations, which the Labor Department is considering amending, on May 20, 2014.

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June 4, 2014
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California employers are acutely aware of the typical schedule worked by employees: eight hours a day, five days a week. As we have become accustomed to doing, California law generally requires employers to pay employees overtime wages for hours worked in excess of eight hours during any 24-hour period. But in many cases, limiting employees to working only eight hours a day is not the most convenient for either the employee or the Company. End of the story? Not so fast.
 
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April 11, 2014
 
President Barack Obama signed a presidential memorandum on March 13, 2014, instructing the Secretary of Labor to update regulations regarding overtime protections. According to White House officials and a fact sheet that the White House released, the president’s memorandum will change the overtime laws so that a number of new workers would be entitled to overtime compensation.
 
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March 28, 2014
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