The Department of Labor’s new overtime rules go into effect at the end of the year. Naturally, we’re all concerned about who now will or will not be exempt from overtime rules. Will more employees be claiming overtime pay? Will employers have to start shelling out more money to employees? If so, how much? The […]
US Supreme Court Affirms Class Certification and Award of Overtime Pay in Tyson Case
I said last week that we would say goodbye to the FLSA re-visit some NLRB issues–and we will. But when I wrote that post the US Supreme Court had not published its decision in Tyson v. Bouaphakeo 577 US ____ (2016). That’s the class action lawsuit brought by workers not compensated for time spent donning and doffing […]
Heads Up: The DOL’s White Collar Overtime Exemption Rules are Coming!
Aside from its Administrative Interpretation of joint employment under the FLSA (click here , here and here for review) the DOL has been hard at work on its final rules for white-collar overtime exemptions. These would apply primarily to Administrative, Executive, Highly Compensated, and Computer Professional employees. Last year, the DOL issued proposed rules and amid […]
The DOL, Vertical Joint Employment and You-and Why You Should Care About It…
We’re back with the US Department of Labor’s Administrative Interpretation on joint employment under the FLSA. We learned last week about horizontal joint employment. (Click here for a more complete review, and here for the overview/introductory post. ) What if you’re not a horizontal joint employer? Well, the DOL says there’s another way you could […]
The DOL Says You Might be a Horizontal Joint Employer — What?
We are back with our scintillating discussion about the US Department of Labor’s take on joint employment. Last week we established that the DOL defines “employer”, “employee” and “employment” and “joint employment” broadly, and its rationale for doing so. (Click here for review.) But wait there’s more–like how to determine if you are a joint […]