Breaking-News1.jpgOn Tuesday, November 22, 2016, Judge Amos Mazzant of the U.S. District Court in the Eastern District of Texas (a 2014 Obama-appointee) issued a preliminary injunction barring implementation of the U.S. Department of Labor’s (DOL) new rule (“Final Rule”) raising the salary threshold for certain overtime exemptions under the Fair Labor Standards Act (FLSA).  The

One particularly difficult challenge in complying with the strict minimum wage and overtime requirements of the Fair Labor Standards Act is an employer’s computerized timekeeping, payroll and/or accounting systems.  For the vast majority of public sector employers, timekeeping is automated, as is payroll and the computation of wages owed; hard-copy timecards for employees and manual

Retirement-Sign.jpg

This blog post was authored by Erin Kunze.

A number of California transit agencies, as well as cities and counties that operate and maintain transit systems, are in legal limbo over whether the Public Employees’ Pension Reform Act of 2013 (“PEPRA”) applies to mass transit employees.  The State of California prevailed in its legal

Healthcare.jpgThis post was authored by Stephanie Lowe

The federal government recently released updates to the model Consolidated Omnibus Budget Reconciliation Act (“COBRA”) notices available to employers on the Department of Labor (“DOL”) website.  The updated model notices clarify that additional cost-effective coverage options, including financial assistance under the Affordable Care Act (“ACA”), may be available

hourglass-small copy.jpgThis blog post was authored by Meredith Karasch

If you think your agency has classified exempt employees correctly, you may want to take a second look.  Last month, we reported on the Department of Labor (“DOL”) audit that resulted in an award of $544,715 in back wages against the San Francisco Giants.  Part of that

Interns.jpgIn February we reported on the growing number of lawsuits brought by unpaid interns against companies they worked with for failure to pay regular and overtime wages.  The unpaid interns claim that these businesses treated them like employees.  Consequently, the interns argue they should have been paid like employees as required by the federal Fair