On November 15, 2024, the U.S. District Court for the Eastern District of Texas set aside and vacated the rule, undoing current and future hurdles for exempt employees to retain exempt status. BackgroundMost employees are entitled under federal law to a minimum wage and overtime at 1.5 ...
The FLSA requires employers to pay employees an established minimum wage (currently $7.25 per-hour, which is higher in New York State and New Jersey) plus overtime (at a rate of 1½ times the rate of pay) for all time worked past 40-hours in a week. The FLSA establishes various exe...
The U.S. Department of Labor (DOL) has issued its Final Rule to increase the minimum salary requirements for the “white collar” exemptions (executive, administrative, and professional) from minimum wage and overtime pay requirements under the Fair Labor Standards Act (FLSA). The Final Rule ...
On April 23, 2024, the DOL released a final rule that raised the salary thresholds for certain overtime exemptions under the FLSA. The FLSA generally requires covered employers to pay employees a minimum wage and, for employees who work more than 40 hours in a week,...
1, 2023. The Proposed Rule also establishes that beginning January 1, 2024, there will be no distinction between the minimum wage for tipped employees in connection with a federal contract and non-tipped employees, thereby requiring at least $15 per hour for tipped employees beginning in 2024....
Misclassifying a worker as a contractor instead of an employee denies them minimum wage, overtime pay, and other FLSA protections. Contractors are also responsible for paying their payroll taxes and getting their own benefits (e.g., health insurance). Need to reclassify workers under the new ...
Article - AHLA Member to Congress: DOL Rule Will Hurt Hotel Employees, Small Business Owners - DOL in August proposed raising the threshold from $35,568 to an estimated $60,209 in 2024 according to the department's own projections, a nearly 70% increase,
The rule revises the regulations issued under the Fair Labor Standards Act (FLSA) that implement the exemptions from minimum wage and overtime pay requirements. The first phase of the rule becomes effective July 1, 2024 and the second phase becomes effective January 1, 2025...
If a company is found to have misclassified a worker, that company will be subject to back pay and penalties under the FLSA, such as minimum wage and overtime compensation violations. Related Why the U.S. Chamber is Challenging Onslaught of Regulatory Threats ...
Under the FLSA,employeesare entitled to certain benefits like minimum wage and overtime pay, but independent contractors are not. Instead of minimum wage, overtime pay, and other benefits, independent contractors generally have more flexibility to set their own schedules and perform their work in ...