On August 31, 2020, the Wage and Hour Division of the U.S. Department of Labor (DOL) issued four opinion letters, one of which, Opinion Letter FLSA2020-11, addressed whether certain employees in the oilfield services industry were exempt from the overtime requirements of the Fair Labor Standards Act (FLSA). The specific
Articles Discussing Overtime Exemptions Under The FLSA.
Fifth Circuit Reverses Course, Concludes That “Day Rate” Pay Method Fails to Satisfy FLSA’s “Salary Basis” Test for Overtime Exemptions
Upon further reflection, a panel of the U.S. Court of Appeals for the Fifth Circuit has determined that paying an employee a set amount for each day that he works (i.e. on a “day rate” basis) does not satisfy the “salary basis” component required to qualify as overtime-exempt under the
Limousine Service Employee Was Properly Classified as Exempt, Second Circuit Holds
Upholding a jury verdict in favor of the defendant “black car” (limousine service) company, the U.S. Court of Appeals for the Second Circuit concluded that the plaintiff-employee was properly classified as overtime-exempt under both the Fair Labor Standards Act (FLSA) and New York Labor Law (NYLL). Suarez v. Big Apple
The 60-Day Countdown to Compliance
The U.S. Department of Labor’s Final Rule changing the “white collar” overtime requirements takes effect January 1, 2020. What’s your plan to be in compliance by the deadline? Do you want to make changes but need more guidance? Will you be dealing with overtime compliance while juggling open enrollment?
Happy New Year! – Prepare to Track Time of More Employees or Increase Salaries
As explained in “It’s About Time: New Overtime Rule Effective January 1, 2020,” the US Department of Labor finally released its highly anticipated changes to the overtime provisions of the Fair Labor Standards Act (FLSA). This rule, which goes into effect on January 1, 2020, will make more employees eligible for overtime because it updates the minimum salary thresholds necessary to exempt certain employees from the FLSA’s minimum wage and overtime pay requirements, as it will:
WPI Wage Watch: Minimum Wage, Tip, and Overtime Developments (September Edition)
You don’t need to be an Earth, Wind, and Fire fan to realize September had all the elements necessary to make for a memorable month of developments concerning the minimum wage, tips, and overtime.
It’s About Time: New Overtime Rule Effective January 1, 2020
Earlier this week, the US Department of Labor (DOL) finally released its highly anticipated changes to the overtime provisions of the Fair Labor Standards Act (FLSA).
New Minimum Salary For Exempt Employees Takes Effect January 1, 2020
On Tuesday, the U.S. Department of Labor issued its final rule concerning overtime exemptions. The rule increases the salary threshold for employees exempt under the executive, administrative, and professional exemptions (the “white collar exemptions”) from $455 per week (or $23,660 annually) to $684 per week (or $35,568 annually).
Minimum Salary For Federal Overtime Exemption Is Increasing January 1, 2020
Today, the United States Department of Labor issued its final rule increasing the minimum salary for a worker to be exempt from overtime compensation under the Fair Labor Standards Act (“FLSA”), effective January 1, 2020.
DOL Finalizes and Issues New Overtime Rule, Sets Minimum Annual Salary at $35,568
The U.S. Department of Labor (DOL) has issued a new Final Rule updating the minimum salary requirements for the “white collar” (executive, administrative, and professional) overtime exemptions. The new rule goes into effect on January 1, 2020.
Important News for Employers: Salary Increase for Overtime Exemption
On Tuesday of this week, the U.S. Department of Labor announced the final version of its overtime exemption rule, raising the annual salary threshold workers need to meet to qualify for the “white collar” exemptions under the Fair Labor Standards Act to $35,568, or $684 per week. The final rule updates the FLSA’s overtime exemptions for executive, administrative and professional workers and replaces a rule finalized by the department in 2016 that is currently enjoined.
DOL Reveals Long-Awaited Final Rule Governing Overtime Exemptions
Today, the U.S. Department of Labor (“DOL”) announced its Final Rule updating the salary thresholds for the executive, administrative, and professional exemptions, as well as the highly compensated employees exemption, under the Fair Labor Standards Act (“FLSA”).
The Final Rule on Overtime is Finally Here: Minimum Salary Level for Exemption Increased to $35,568 Effective January 1, 2020
The U.S. Department of Labor unveiled its long-awaited final rule on the overtime “white collar” exemptions on September 24, 2019. The regulations, at 20 CFR Part 541, were last updated in 2004, when the DOL increased the minimum salary level for exemption from $150 to $455 per week and made changes to the job duties employees must perform for exemption from the FLSA’s overtime requirements.
The DOL’s New Overtime Rule and What it Means for U.S. Employers
On Tuesday, September 24, 2019, the Department of Labor published its Final Rule to the “white collar” overtime exemptions which goes into effect on January 1, 2020. With only 99 days until January 1, overtime compliance is now on the clock.
Day Rate Satisfies FLSA’s Highly Compensated Employee Salary Requirement, Fifth Circuit Rules
Paying an employee a day rate of $1,000 per day satisfies the salary basis test for purposes of the overtime exemption applicable to a “highly compensated employee” (HCE) under the Fair Labor Standards Act (FLSA), the U.S. Court of Appeals for the Fifth Circuit has ruled (2-1). Faludi v. U.S. Shale Solutions, L.L.C., No. 17-20808 (Aug. 21, 2019).