FLSA

The new proposal revises regulations on how employers calculate regular and overtime pay.

Opponents say the measure wouldn’t impose new substantial protections and would instead be a boon for trial lawyers while adding burdens to hiring.

Before the rule is made final, HR managers may want to bump pay to avoid having to pay overtime.

Before the rule is made final, HR managers may want to bump pay to avoid having to pay overtime.

Though the proposed rule doesn’t reach the limits of Obama’s 2016 rule, small and midsize companies argue it creates administrative burdens.

The rule would expand coverage to more than 1 million workers, far fewer than a rule struck down in 2017.

A recent Sixth Circuit court case shows that even when workers appear to meet the standard for exemption, a closer reading of FLSA rules might be necessary.

A recent Sixth Circuit court case shows that even when workers appear to meet the standard for exemption, a closer reading of FLSA rules might be necessary.

Workers seek a federal court’s approval of an FLSA class action lawsuit alleging their employer cheated them out of wages using a gimmick to do so.

Workers seek a federal court’s approval of an FLSA class action lawsuit alleging their employer cheated them out of wages using a gimmick to do so.

The Restoring Overtime Pay Act would increase the minimum salary threshold to $48,412, from $23,660.

There are times when employers can catch lightning in a bottle using the jurisdictional defense in court.

Just because an employee didn’t request after-hours pay doesn’t excuse an employer's obligation to pay — but a recent court decision could make overtime policies a bit thornier.

Union president Richard Trumka says that anything that dilutes the rule is bad and taking Obama’s overtime expansion away from even one worker could have devastating consequence.

Alexander Acosta expresses support for increasing above the 2004 level the salary threshold at which overtime must be paid to employees, but declined to commit to defend the rate put in place by the Obama administration.

With a new president and Republican control of congress, the fate of many rules prepped to go into effect in 2017 are now in doubt.

With a new president and Republican control of congress, the fate of many rules prepped to go into effect in 2017 are now in doubt.

The decision Tuesday is a victory for 21 states and dozens of business groups that sued, complaining the new rule would increase government costs.

It’s official: Donald Trump will soon be our nation’s 45th president. Now the work begins to forecast what the next four years will bring.

Delicate communication challenges, benefits eligibility implications seen.