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

Swimming_pool_with_lane_ropes_in_placeWhile 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

DOLThis 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

hourglass-small.jpg 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

hourglass-small.jpgThis 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

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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