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MacDonald noted that some of the labor-related areas pending right now are in litigation. 2024 Overtime Rule … R.I.P.

As acting secretary of labor, Micone will likely begin taking steps to repeal several Biden-era rules, including regulations on overtime pay (see below) and determining when workers can betreated as independent contractorsrather than employees.

More than 1,000 total rewards professionals attended a WorldatWork webinar on the DOL’s recent overtime final rule.

Save Reuse Permission The Fair Labor Standards Act (FLSA) in the United States requires all work positions to be classified as nonexempt (overtime eligible) unless an employer actively seeks exempt status (not overtime eligible) and can prove a position meets the exemption criteria.

Save Reuse Permission The “no tax on overtime” provisions under the recently signed H.R. 1 (also known as the “One Big Beautiful Bill Act”) law are in the news, but what counts when it’s time to actually calculate overtime (OT) rates?

Workspan Daily article;The Facts on Tax: Breaking Down the H.R. 1 Overtime, Tips Provisions , Workspan Daily article;Sharing Salary Data: When Is It Safe vs.

Classifying employees (either intentionally or unintentionally) as exempt when their duties do not fall within the qualifications and standards for an executive, administrative, professional, computer/or and outside sales employee; in doing so, affected employees unlawfully do not receive the protections and benefits within the FLSA’s minimum wage and overtime rules.; ;Off-the-clock work.

The Overtime Rule Saga Takes Another Turn , Workspan Daily article;Supreme Court Rules Against Higher Evidence Bar for Exempt Status , Workspan Daily article;Labor Department Appeals Decision that Halted OT Final Rule , Workspan Daily article;Wage-and-Hour Compliance: You Are Either Fine or Fined , Workspan Daily article; NEW!

A few highlights of the new requirements include: Overtime pay is increased if total annual overtime hours exceed 100, payable at 150% (rather than 125%) of normal pay for the first hour of overtime per week and 175% (rather than 137.5%) for any additional hours, and payable at 200% for overtime on a weekly rest day or public holiday (rather than 150%).

Supreme Court ruled Wednesday, Jan. 15, that employers need not provide “clear and convincing evidence” to support their application of Fair Labor Standards Act (FLSA) provisions toward classifying employees as exempt for overtime and minimum wage requirements.