Back in August, the National Labor Relations Board threw the higher education community a curve ball ruling that student assistants at Columbia University were employees under the National Labor Relations Act, and were therefore entitled to organize a union.
Sometimes it is important to get back to basics and refresh our understanding of topics that are already well-known to human resources professionals.
With all the drama of a get-away chase, the Third Circuit recently brought to a screeching halt plaintiffs’ counsel’s elaborate maneuvers to end run repeated decertification of their FLSA actions, and held as a matter of first impression in Halle v. West Penn Allegheny Health System, Inc. that opt-in plaintiffs have no right to appeal decertification. The decision is important for three reasons.
On December 1, 2016, millions of American workers were expecting to become eligible for overtime pursuant to the new Fair Labor Standards Act (“FLSA”) overtime regulations enacted by the U.S. Department of Labor (“DOL”).
Although a recent injunction has halted the changes to the FLSA that were scheduled to go into effect on December 1, 2016, as a result, many employees who likely would have been reclassified from exempt to non-exempt may not, it never hurts to revisit the issue of when and how employers have to compensate non-exempt employees for travel time.
Well, by now everyone is aware of the injunction on the December 1, 2016 FLSA overtime Final Rule.
Christmas came early for many employers yesterday when, in a stunning turn of events, Judge Amos L. Mazzant III of the Eastern District of Texas issued a nationwide injunction halting the implementation of the Department of Labor’s Overtime Final Rule.
On Tuesday, November 22, 2016, Judge Amos Mazzant of the U.S. District Court in the Eastern District of Texas (a 2014 Obama-appointee) issued a preliminary injunction barring implementation of the U.S. Department of Labor’s (DOL) new rule (“Final Rule”) raising the salary threshold for certain overtime exemptions under the Fair Labor Standards Act (FLSA).
For the past few months, business owners have been frantically preparing for a major change in the Department of Labor (DOL) regulations implementing the Fair Labor Standards Act (FLSA) which would greatly increase the number of employees eligible to receive overtime pay for work in excess of 40 hour per week.
On November 22, a federal district court judge in Texas issued a temporary injunction that prevents the Department of Labor’s overtime rule from going into effect nationally.