This article was authored by Brian P. Walter and Lars T. Reed.
Today, September 24, 2019, the U.S. Department of Labor (“DOL”) announced a final rule modifying the weekly salary and annual compensation threshold levels for white collar exemptions to FLSA overtime requirements. The final rule will become effective on January 1, 2020. It
This post was authored by Stephanie J. Lowe and Brett A. Overby
Over the past two months, a series of hurricanes has caused devastation to the United States, Puerto Rico, and other regions. As a result, the National Disaster Medical System (NDMS) has called upon some public employees with special skills to deploy to the
While Danny Zuko and Sandy may have had themselves a blast during those summer lovin’ months, this may be a good time for your agency to take a look at the FLSA “recreational establishment” exemption. This is a unique exemption that will exempt those employees working at “recreational establishments” from the traditional overtime threshold of
This blog post was authored by Jeffrey C. Freedman.
California law requires employers in most private businesses to allow employees to take breaks, or rest periods, of at least ten minutes for roughly each four hours of work. Can an employer require employees during their breaks to keep their pagers and radio phones on,
This post was authored by Jolina A. Abrena and Gage Dungy
On May 18, 2016, the U.S. Department of Labor (“DOL”) issued new regulations modifying the weekly salary and annual compensation threshold levels for white collar exemptions to FLSA overtime requirements. These regulations become effective December 1, 2016. It is critical for employers to become
This blog post was authored by Christopher Frederick.
Minimum Wage provisions
The Santa Monica City Council recently passed a minimum wage and sick leave ordinance that will increase the minimum wage for all private sector employees working in the City of Santa Monica effective July 1, 2016. The ordinance was approved by the City
This blog post was authored by Michael Lehman.
Legislation has been in place in California for decades preventing disparity in wages between men and women for doing the same job. The primary statute, Labor Code section 1197.5, is expected to be revised soon when Governor Brown signs a bill into law that would revise
This blog post was authored by Alex Polishuk.
In today’s technological world, a rising number of employees telecommute, e.g. work from home. Employers who allow non-exempt employees to telecommute must remain mindful of their obligation under the Fair Labor Standards Act (“FLSA”) to track the hours worked by a non-exempt telecommuting employee. A recent
This blog post was authored by Megan Lewis
Public agencies are exempt from most, but not all, California’s wage and hour laws. Generally, the federal Fair Labor Standards Act (“FLSA”) governs public agencies’ wage and hour obligations. But general law cities and special districts are also subject to California’s minimum wage laws for some
This blog post was authored by Steven Tang.
Public agencies are exempt from most requirements of the state Industrial Welfare Commission’s (IWC) wage orders, including provisions on daily overtime. However, the state minimum wage requirements in each of the wage orders do apply, and so the California Supreme Court’s new Mendiola v. CPS Security