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.
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.
If you have a compensation and benefits plan that’s set up similarly to the one that just came under fire in this FLSA lawsuit, it’s likely time for some alterations.
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.
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.
The Department of Labor’s (DOL) controversial overtime rule is officially on hold. But other than that, not much else is certain with the rule — and that’s a problem for employers.
Employers now have even more incentive to make sure they abide by wage-and-hour laws.
Two very interesting things happened involving the DOL’s overtime rule while you were out of the office over the holidays.
Just when employers think time may be running out on the DOL’s legal defense of its overtime rule, someone tries to throw the agency a lifeline.