As previously discussed, OSHA has been carefully scrutinizing the health care industry lately.
A few months back, President Obama said that if Congress wasn’t willing to work with him then he would find other ways to get work done. Apparently he wasn’t kidding.
Sometimes for boards, no news is bad news.
Today, the DOL issued proposed revisions to the minimum salary level that an employer must pay for an employee to be considered exempt under the Fair Labor Standards Act (FLSA).
Department of Labor Releases Proposed FLSA Overtime Rules Changes; Final Rule Expected to Impact Millions
The Department of Labor has released its long-awaited notice of proposed rulemaking updating the Fair Labor Standards Act’s white collar overtime exemptions.
Do Performance Deficiencies Preclude Reinstatement After an Unlawful Firing? Not Always, Says the NLRB.
A recent decision of a three-member panel of the National Labor Relations Board (NLRB) is sure to start conversations regarding the parameters for remedial reinstatement of individuals with observed performance deficiencies.
On June 30, 2015, the U.S. Department of Labor issued a Notice of Proposed Rulemaking (NPRM) that will significantly increase the number of employees entitled to receive overtime pay for work in excess of 40 hours during a regular workweek.
1. Will the Courts Uphold the New Expedited Election Rules?
Today the U.S. Department of Labor (“DOL”) unveiled its long anticipated proposed rule that will, if enacted, raise the minimum salary threshold required to qualify for exemption from the Fair Labor Standards Act’s (“FLSA”) minimum wage and overtime requirements.
For those (like me!) anxiously awaiting the Department of Labor’s (DOL) proposed overhaul of the exemptions to the Fair Labor Standards Act (FLSA), the wait is over.