Overtime Labor Laws

Federal overtime laws, designed to help end the exempt vs. non-exempt debate, have made things worse. To non-exempt and exempt employees, labor laws continue to confuse.

Business Management Daily can help you comply with federal overtime laws. Learn when you have to pay overtime, and when you don’t.

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On July 6, the U.S. Department of Labor published a 295-page Notice of Proposed Rulemaking (NPRM) seeking public comments on proposed changes to the “white collar” overtime exemption regulations. The comment period closed on Sept. 4. The DOL proposes specific changes to the salary level requirements for the majority of the white collar exemptions and also seeks commentary regarding potential changes to the duties tests for the exemptions.

Recent initiatives by the U.S. Department of Labor’s Wage and Hour Division can cause very real problems, particularly for employers in low-wage industries. They’re a target-rich environment for cracking down on minimum wage and overtime pay violations. What's the best way to stay out of WHD’s cross hairs?
A Texas-based oil and gas drilling company, ROC Services Inc., has settled an overtime lawsuit filed by two workers in Pennsylvania. Two employees testing wells filed suit, alleging the employer’s pay scheme ran afoul of the Fair Labor Standards Act.
San Antonio-area China Sea restaurants got burned when investigators from the U.S. Department of Labor’s Wage and Hour Division (WHD) found the company maintained two sets of books, one showing them in compliance and one telling the true story.
The 5th Circuit Court of Appeals has ruled that settling a state court lawsuit over a noncompete agreement (with a payment and an agreement that supposedly included all employment claims) didn’t bar the former employees from suing for unpaid overtime that they claimed was owed to them under the Fair Labor Standards Act.
The Obama administration’s announcement that it wants to double the salary threshold that makes white-collar managers eligible for overtime pay from the current $23,660 per year to $50,440 comes on the heels of research that says half of America’s salaried employees work more than 40 hours per week.
The HR news on everyone’s radar right now is the U.S. Department of Labor’s proposed regulations resetting the salary basis for exempt employees. But that’s not all the DOL is up to. Buried in those proposed regs was an announcement about technology and overtime that was easy to miss, but which may dramatically alter how you pay some hourly employees.
On July 6, the U.S. Department of Labor officially unveiled the biggest overhaul of overtime law in history. Public comments on the proposal are due by Sept. 4. The final draft will be published after that and may go live as early as Jan. 1. Experts predict an effective date in spring 2016.
The Department of Labor announced its new proposed rule for white-collar overtime pay right as thousands of HR pros were meeting in Las Vegas at the Society for Human Resource Management’s 2015 Annual Conference. Needless to say, it instantly became agenda item No. 1. Here’s some of the reaction at SHRM to the DOL’s bombshell.
The Department of Labor estimates the move will make at least five million more workers eligible for overtime pay if they work more than 40 hours in a week.
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