The next episode of “From Lawyer to Employer” podcast is out and it’s another one focusing on the practical implications of new laws and regulations.

In this episode, one of my fellow partners, Sarah Westby, joins me to talk about the Department of Labor’s rule increasing the “salary” threshold for overtime purposes — a topic

On Friday, the United States District Court for the Eastern District of Texas issued a controversial decision to vacate the Department of Labor’s (DOL) 2024 overtime rule, months after it went into effect. The decision will generate considerable confusion regarding the white collar exemption because the court’s decision (as of now) bars the application of

With the state having just experienced the first heat wave this summer, employers are facing the heat to finish some of their preparations for new laws and regulations that are scheduled to take effect.

Here are three areas to think about:

  1. Paid Sick Days – Governor Lamont recently signed legislation greatly expanding the state’s current

Before the pandemic (remember then?), you may recall a case last year that drew headlines: Chip’s Family Restaurants was having issues with a class action lawsuit filed against the small chain by allegedly improperly deducting a tip credit from server earnings thereby paying those potential class members below the minimum wage for the performance of

The United States Department of Labor today released new regulations that dramatically change the existing rules on when two businesses are “joint employers” under federal wage and hour laws.

I’ve previously discussed the changing rules in some prior posts here and here, so you should catch up there first if this is the first

Typically, in our court system, we operate under the “American Rule” which means that parties have to pay their own attorneys’ fees in cases, regardless of whether they win or lose.  (Contrast that with the English Rule which is a “loser pays” system.)

But there is one big exception to the American Rule — and

In an important 5-4 decision, the U.S. Supreme Court this morning held, for the first time, that class or collective action waivers, particularly in wage/hour cases, and contained in arbitration agreements between employers and employees are valid and enforceable.

Because wage and hour class and collective actions are quite costly for employers to defend

Three years ago, I floated the idea that perhaps an agency could come up with a modest “amnesty” program that would give employers a chance to get into compliance with FLSA laws, without facing the draconian consequences such an admission might entail.

Now, late yesterday, the United States Department of Labor announced its own pilot