If you’re like me, your brain can only handle so much during the summer months. Between vacations and the start of school, it can be easy to overlook some of the employment law developments from the last month or two. So I thought I’d use the next few blog posts to provide a catch up.
If you’ve read this blog long enough, you know that certain workers are classified as “exempt” from the overtime requirements. The most well-known of these are the white-collar exemptions of executive, administrative and professional personnel.
But state law has several other categories of exemptions you may never have heard about such as a chief
Sometime soon, your e-mail inboxes are going to be bombarded from attorneys telling you that you need to pay attention NOW to new overtime rules by the U.S. Department of Labor. ROFL.
At least based on what we know now, it’s best taking a lesson from my teenagers and ignoring the messages and hype (and
Update: A few days after this post, the General Assembly failed to give final approval to this measure, leaving it to die at the end of the legislative session on May 9, 2018.
Early Friday morning, the state Senate approved a bill that would significant broaden the sexual harassment prevention training requirements and many other provisions in discrimination law. A similar (but notably different) bill passed the House; now, this Senate bill on the House calendar for this week.
It’s not a done deal just yet, but here are the key provisions of Senate Bill 132 (as amended) as it seems probable this bill is close to final passage. Thanks to the OLR for summarizing the key aspects of the bill of which I’ve borrowed heavily from.
TRAINING
INFORMATION AND POSTING
Continue Reading Revised Sexual Harassment Training Bill (And So Much More) Close To Final Passage
A federal district court in Texas yesterday struck down (once and for all?) the changes to the overtime rules proposed by the Obama Administration. Previously, those rules (affecting the white collar exemptions) had been stayed, but the Court’s ruling suggests that there is a fatal
I had a lot of plans this week to do another deep dive into an employment law issue but then, well, let’s just say life happens.
Among the things? Lots of questions from clients about the new overtime rules. While everyone has had months to plan, there are definitely a few procrastinators out there.
But
Are you tired of lawyers commenting already on the new overtime rules?
(The answer should be no, of course, since you’re reading this blog and thus have room for one more view.)
But I think it’s fair to say that we haven’t seen a feeding frenzy
If you like to open your presents on Christmas Eve, the U.S. Department of Labor is for you. Last night, the DOL posted the final revised rule on overtime on its website ahead of its planned announcement this afternoon.
What a gift for employment lawyers! Needless to say, I was up late unwrapping all my
Late Monday, several reports on Twitter indicated that the Department of Labor would be announcing and releasing the final version of the revisions to the white-collar overtime regulations. You can see my prior posts on the subject here and here.
This has been a long time
Over the last few days, Twitter has been a-twittering with buzz that the Department of Labor has sent the final overtime rules to the OMB.
This is the equivalent of one department sending another one an e-mail with the new rules. Why? Because it’s just