Wage transparency laws are getting more and more popular, and employers should expect this trend to continue. These laws are designed to correct the gender pay gap and, generally, require an employer to publish the salary range for the job position being advertised.
For example, Washington and New York City recently joined Colorado in requiring
Governor DeWine recently signed into law Senate Bill 47 (SB 47), which primarily aims to clarify employers’ overtime-pay obligations under Ohio law. The Bill takes effect on July 6, 2022.
As discussed below, the Bill does some good – it expressly integrates the FLSA’s Portal-to-Portal Act exemptions into the Ohio statute; additionally, it limits a
At the beginning of the pandemic, many employers began to require employees to be screened for COVID-19 symptoms prior to starting work. Common screenings include daily temperature checks and symptom questionnaires, as well as questions about recent travel or recent exposure to COVID-19. Predictably, lawsuits have started to surface by employees alleging state and federal
The transportation industry awaits a decision by the Ninth Circuit in Commissioner for the State of California v. Federal Motor Carrier Safety Administration, Nos. 19-70413, 18-73488, 19-70323 and 19-70329, as to whether the Federal Motor Carrier Safety Administration’s Order in December 2018 that California’s meal and rest break rules are preempted by the Federal
On January 27, a campaign to amend the Ohio Constitution and raise Ohio’s minimum wage – led by Ohioans for Raising the Wage – took an important step forward when Ohio Attorney General Dave Yost certified that the campaign’s summary of its proposed constitutional amendment was “fair and truthful.” To summarize, the proposed amendment would:
For the first time in 50 years the Department of Labor has issued a Final Rule attempting to clarify the overtime regular rate. The Final Rule focuses primarily on clarifying whether certain kinds of benefits or “perks,” and other miscellaneous items must be included in the regular rate. Since the DOL’s last overtime regular rate
The U.S. Department of Labor, in its continuing effort to simplify its wage and hour rules, has proposed changes to the fluctuating workweek method of paying salaried employees who work varying hours from week to week. Under this method, employers can pay salaried employees a set salary every week, to cover all their straight time
On Monday, October 7, 2019, the Department of Labor (DOL) issued new proposed rules regarding the circumstances in which employers may (1) apply a “tip credit” to satisfy their minimum-wage obligations under the Fair Labor Standards Act (“FLSA”) and (2) permit non-tipped employees to participate in mandatory tip-pooling arrangements.
1. The Proposed Rules abolish the
As previously reported in the Labor & Employment Law Navigator, the Wage and Hour Division (WHD) of the Department of Labor reinstituted its practice of issuing opinion letters in April of last year. Recently issued opinion letters continue to provide helpful guidance for employers on a number of wage and hour issues.
Certain Paralegals May
On April 1, the U.S. Department of Labor proposed a new regulation for determining a company’s joint employer status under the Fair Labor Standards Act. When two companies are deemed joint employers, they share responsibility for the workers’ wages, which include the payment of minimum wages and overtime. Under the new rule, the Labor Department