As previously written in this blog, if you are male and have not registered with the Selective Service and are considering a Title 38 position with the US Department of Veterans Affairs—don't bother.
The continuing saga of the Obama-era overtime rule now appears to be officially over. This rule, if implemented, would have required employers to pay employees more than $47,000 annually to qualify under one of the Fair Labor Standards Act's white-collar exemptions.
Late on November 22, a federal district court in Texas enjoined nationwide implementation of the Labor Department's new overtime requirements that have been the subject of several articles posted below. The new regulations were to go into effect on December 1.
In the article below, we informed readers that effective December 1, 2016, sweeping changes will be implemented with regard to the Fair Labor Standards Act (“FLSA”) that will require employers to more than double the minimum weekly salaries of exempt employees in order to maintain the exemption and avoid paying overtime.
The upcoming Presidential election promises to be an interesting spectacle on many levels. Either candidate could usher in sweeping changes in foreign and domestic policy.
Under the Fair Labor Standards Act (“FLSA”), employees are entitled to minimum wage and overtime (i.e. time and one-half of the employee's regular rate of pay) for all hours worked over 40 in any given work week).
Effective October 1, 2016, Montgomery County will require employers to provide paid sick leave to their employees. “Sick and safe” leave under this amendment is earned for all work performed in the county.
The Fair Labor Standards Act requires employers to pay their non-exempt employees for hours worked. The Department of Labor has a implemented a regulation that states: “Rest periods of short duration, running from 5 minutes to about 20 minutes, are common in industry . . . . They must be counted as hours worked.” 29 C.F.R. § 785.18.
In my 25 years of practice, I have represented both restaurant owners and employees in a variety of wage and hour matters. One issue that I have seen on a recurring basis concerns the payment of minimum wage to tipped employees, such as wait staff and bartenders.
In a relatively below-the-radar manner, Montgomery County has enacted the “Fair Criminal Record Screening Standards Act” (the “Act”), prohibiting most private employers, as well as the County government itself, from inquiring about criminal arrests or convictions before the conclusion of a first interview.