Wage & Hour Developments
Wage & Hour Developments
The regulatory landscape, appetite for administrative agency enforcement, and judicial interpretations related to wage-and-hour issues are rapidly evolving. Our blog is a one-stop resource for federal- and state-level updates and analysis on wage-and-hour-related developments affecting employers.
US Department of Labor Increases Salary Threshold for Exempt Employees
The U.S. Department of Labor (DOL) issued a final rule on April 23, 2024, increasing the minimum salary and compensation thresholds for certain overtime exemptions (the Final Rule) under the Fair Labor Standards Act (FLSA). The Final Rule has a stated effective date of July 1, 2024.
Deadline for California Employer’s Pay Reports Fast Approaches
The California Supreme Court Clarifies Compensable Time
Arizona District Court Denies Summary Judgment on Joint Employment Relationship Issue
March Tip of the Month: Employees May Now Sue Employers for Alleged Violations of the New York City Earned Safe and Sick Leave Law
In an important change, beginning on March 20, 2024, employees may file lawsuits, including class actions, against their employers for alleged violations of New York City's Earned Safe and Sick Time Act (the Sick Leave Law), rather than having to rely on agency enforcement actions.
New Exceptions to California Fast Food Minimum Wage Law
Minimum Wage for Fast Food Workers in California Set for April 1, 2024
California Launches $18 Million Program Intended for Wage Theft Investigation
Proposed Rule Would Impose Pay Transparency and Salary History Requirements for Federal Contractors
The Federal Acquisition Regulatory Council issued a Proposed Rule, "Pay Equity and Transparency in Federal Contracting," on January 30, 2024.
Sick Leave Payout Rule for Washington Construction Workers Takes Effect
Certain construction workers and other employees in the construction industry must be paid the entire balance of accrued and unused paid sick leave if those workers separate from employment before they reach their 90th day of employment. This requirement, effective January 1, 2024, applies regardless of whether a worker's separation is voluntary or involuntary.
Washington, D.C., Set To Enact Wage Transparency Law
Berkeley, California: New Frequently Asked Questions on the Fair Workweek Ordinance
The IRS Issues 2024 Optional Standard Mileage Rates
Biden Administration Announces April 2024 Release of Final Rule on FLSA Exemptions
