On April 25, 2019, a U.S. District Court for the District of Columbia ruled that employers who are required to file EEO-1 reports must submit Component 2 pay data for calendar years 2017 and 2018 by September 30, 2019. (This generally applies to EEO-1 filers with 100 or more employees; both in the private industry and federal contractors and subcontractors.) You may recall that the OMB initially approved pay data collection, and then stayed its permission, in 2017. Advocacy groups filed suit in the D.C. Circuit court to vacate the OMB’s self-imposed stay, which the Court granted in April. Continue reading “Employers Should Prepare to Submit Their Component 2 Pay Data By September 30, 2019”
The Louisiana Association of Business and Industry has officially requested that the U.S. Department of Labor delay implementation of the new rule that would increase the minimum salary required for a worker to be exempt from overtime. The new rule is currently set to go into effect December 1, 2016. Continue reading “LABI Asks Department of Labor to Delay Implementation of Overtime Rules”
If you are a federal contractor, it looks like your life is going to get a bit more complicated and expensive. On the 24th February, the DOL issued a proposed rule that will require federal contractors to provide employees at least seven (7) paid sick days per year. The sick days may be used to care for a family member as well as for the employee’s own illness. Federal contractors should begin to analyze the impact of the proposed rule on their budgets as well as their paid leave policies.
You can review the proposed rule and much more information on the DOL website: http://www.dol.gov/whd/flsa/eo13706/nprm.htm
I – The EEOC says that it will issue its final “wellness” rules by February, 2016
The Equal Employment Opportunity Commission (EEOC) indicated in its November regulatory agenda that it plans to finalize two rules governing employer wellness programs under the Americans with Disabilities Act (ADA) and the Genetic Information Non-Discrimination Act (GINA) by February 2016.
As you may recall, one of these proposed rules will amend the EEOC’s ADA regulations to address the interaction between Title I of the ADA and the financial inducements that are commonly contained in wellness programs offered through employer health plans. This will have the effect of limiting how much of a financial benefit employers can offer to their employees to join such wellness programs. Continue reading “The EEOC, DOL and OFCCP Announce Deadlines for Final Rules”
Everyone knows that the FLSA requires that employees be paid overtime when they work over 40 hours in a work week and that the Act provides for penalties and attorney’s fees when an employer fails to do so. However, many employers are not aware that they can also do jail time for violating the FLSA. Continue reading “FLSA Violations Can Land You in Jail”
On June 30, 2015 the Department of Labor issued its long-anticipated Notice of Proposed Rulemaking (NPR) updating the Fair Labor Standards Act (FLSA) regulations governing white-collar employees.
The FLSA requires that all non-exempt employees be paid time and a half their regular rate of pay for all hours worked over forty in a work week. The FLSA provides specific exemptions to this overtime requirement for executive, administrative, professional, outside sales and some computer employees. The two key components of the exemptions are that: 1. the employee must be paid on a salary basis of at least a minimum amount, and 2. the employee’s job must generally be comprised of exempt duties. Thus, we have traditionally referred to the “salary” and “duties” tests when discussing white collar exemptions. Both tests must generally be satisfied in order for an employee to be classified as exempt. Continue reading “Get Ready the Minimum Required Salary for an Exempt Employee is About to Double”
A recent DOL Interpretation will probably entitle more workers to benefits and overtime compensation as employees. David Weil, the Administrator of the Wage and Hour Division of the U.S. Department of Labor (DOL) issued an Interpretation last week regarding the proper analysis to be used in determining whether a worker is an independent contractor or an employee. See Administrator’s Interpretation 2015-1:The Application of the Fair Labor Standards Act’s “Suffer or Permit” Standard in the Identification of Employees Who Are Misclassified as Independent Contractors. Continue reading “The Department of Labor Narrows The Independent Contractor Exemption Classification”