On Monday night, details of the revised white-collar overtime regulations were released. But we’ll know more once the actual details get posted on the Department of Labor website on Tuesday. (Bloomberg was the first to report it Monday evening.)
(Update 6/30/15: The proposed regulations are now available online from the
Every year, I break out a crystal ball, or a magic 8-ball, or some tea leaves, and make some pronouncement about what will happen in the upcoming year.
It’s sort of a no-lose proposition. If I’m right, well, then I pat myself on the
The New York Times reported this morning that President Obama will ask the United States Department of Labor to revamp its regulations on the so-called “white collar” exemptions to the federal overtime laws.
Specifically, he will direct the DOL “to require overtime pay for several million additional fast-food managers, loan officers, computer technicians and others
Employees generally are eligible for overtime if they work more than 40 hours of work, unless one of the limited exceptions applies.
Employers typically rely on one of the three white-collar exemptions — administrative, executive or learned professional — when making arguments as to why an employee is not eligible for overtime.
A new federal
There are three major “white-collar” exemptions to the federal overtime rules that are, to some employers, a bit confusing to say the least. One of them — the “executive” exemption — is mistakenly understood to just include, well, senior executives of a company.
A new case out by the Second Circuit (Ramos v. Baldor
Earlier today, the Second Circuit vacated a lower federal court decision that had dismissed a class action lawsuit by 2500 pharmaceutical representatives who claimed that they were improperly classified as exempt from overtime. The decision paves the way for the class action to continue, and sets the stage for potentially other class actions against other
While I’m out on vacation for a bit, I thought I’d have one of my colleagues share a post on a recent case he’s focused on.
Mick Lavelle is no stranger to employment law issues, having successfully litigated the case of Bridgeport Hospital v. CHRO — an important Connecticut Supreme Court case which curtailed the