Fair Labor Standards Act

On September 24, 2019, the United States Department of Labor (“DOL”) issued its long-awaited final rule that will increase the minimum salary threshold that is required to be paid to employees who otherwise meet the “white collar” exemptions. The new rule is effective January 1, 2020 and will require employees be paid $684/week (equating to

As we previously posted on this blog, on May 18, 2016, the United States Department of Labor (“DOL”), issued a final rule (the “Final Rule”) revising the overtime exemption rules of the Fair Labor Standards Act (“FLSA”).  The Final Rule significantly increased the “salary level test” of the FLSA white collar exemptions from $23,660 to

On May 18, 2016, the United States Department of Labor (“USDOL”) released its long- anticipated changes to the Fair Labor Standards Act’s (“FLSA”) overtime exemption rules (the “Final Rule”).  The Final Rule marks the first major revision to the overtime rules since 2004.  Significantly, it changes the minimum salary and fee level employees must receive

Over a span of two weeks at the end of last month, the Third Circuit Court of Appeals issued two key opinions concerning oft-scrutinized areas of employment law — rights attendant to employer-employee relationships and application of the Fair Labor Standards Act (“FLSA”).

In the first of those cases, Fausch v. Tuesday Morning, Inc.,

On June 30, 2015, the United States Department of Labor (“DOL”) released proposed regulations that would modify certain provisions of the Fair Labor Standards Act (“FLSA”), including the so-called “white collar exemptions.”  The proposed regulations were published in the Federal Register on July 6, 2015.

Given that the comment period following the DOL’s June 2015