The Department of Labor’s (DOL) overtime rule isn’t dead yet. In fact, it has a big ally.
Recognizing that employees’ direct managers and supervisors play a major role in many wage-and-hour violations, the Department of Labor (DOL) took a very aggressive step recently.
Amidst a sea of controversy surrounding his ties to the fast-food industry and less than 24 hours before his committee hearing was slated to begin, Andrew Puzder withdrew his nomination for Department of Labor (DOL) Secretary. In his place, President Trump put forth R. Alexander Acosta.
It appears the Trump administration is looking to get a Department of Labor (DOL) Secretary in place before deciding what to do with the DOL’s new overtime rule.
When an employee goes on leave under the Family and Medical Leave Act (FMLA), it can pay to double-check that your FMLA record-keeping processes are up to snuff, in case your FMLA administration/processes are ever called into question.
A U.S. District Court just gave employers a helpful example of when it’s okay to NOT pay workers for the time they spend in training.
Do the Democrats have a backup plan for the DOL’s new overtime rule if it dies in court or at the hands of the Trump administration? You betcha.
In the latest of a long string of announcements about changes to federal regs, President Donald Trump has instructed the DOL to take a closer look at the agency’s new fiduciary rule. What does this mean for employers?
There are a lot of business groups, employers and individuals who’d like the DOL’s new overtime rule to just die already. Well, they just got two pieces of good news from the Trump administration.
The Department of Labor (DOL) and the Occupational Health and Safety Administration (OSHA), for the second time in just six months, are raising the penalties for employment law violations.