Certain employers are considering rewarding their employees with bonuses for their work during the COVID-19 pandemic. However, in order to avoid triggering potential overtime payments under the Fair Labor Standards Act, employers need to ensure that the bonuses provided are discretionary bonuses, rather than non-discretionary bonuses. Hogan Lovells employment lawyer Zach Siegel recently provided commentary
The Guidelines for the implementation of the Program “Youths building the Future” were issued recently in the Mexican Federal Official Gazette.
Andrés Manuel López Obrador, the current President of Mexico, included in his campaign proposals the program called « Youths building the Future», in order to allow Mexican youths the chance to go to university,…
Yesterday, to the surprise of many, a federal judge in Texas issued a preliminary injunction blocking implementation of the U.S. Department of Labor’s new overtime rule that otherwise would have substantially increased the minimum salary level for the so-called white collar exemptions on December 1. The new rule, which effectively doubled the minimum salary level for the executive, administrative and professional exemptions under the Fair Labor Standards Act (“FLSA”), would have made millions of workers across the country eligible for overtime. As a result of the court’s ruling, employers will no longer need to raise these employees’ salaries on December 1 to maintain their exempt status. It seems likely that the new rule may not take effect for some time, if at all.
Continue Reading District Court Bars DOL From Implementing Controversial Overtime Rule That Would Have Made Millions Of Currently-Exempt Workers Eligible For Overtime
Why Senate Bill No. 1241 may mean you need to clean up your employment contracts.
On September 25, 2016, California Governor Jerry Brown signed a bill updating section 925(a) of California’s Labor Code. As a result, employers must carefully evaluate whether they can require most California-based employees to agree to another state’s or jurisdiction’s choice of law and forum selection as a condition of entering into employment. This new law applies to employment contracts entered into, modified, or extended, on or after January 1, 2017 with employees who primarily work and reside in California.
In preparation for Election Day, employers around the country will be faced with employee requests for time off to vote. Employers may also wrestle with the need to prevent workplace conflict related to political discussion. This summary provides guidance for employers with operations in California, Colorado, the District of Columbia, Florida, Maryland, New Jersey, New York, Pennsylvania, Texas, and Virginia on the rules for time off from work to vote and some practical steps to prevent political disputes in the workplace.
Continue Reading Election Day Procedures for Employers
On May 18, 2016, the U.S. Department of Labor issued a highly-anticipated final rule that makes millions of workers eligible for overtime pay. The rule substantially changes the requirements for classifying “white collar” employees as “exempt” under the Fair Labor Standards Act, and will require employers to either significantly raise affected employees’ salaries or reclassify them as non-exempt and begin paying them overtime. The rule takes effect on December 1, 2016. Employers should act now to ensure they will be in compliance with the new rule by the effective date.
Continue Reading DOL Final Rule Expands Overtime Obligations for Millions of Currently Exempt Workers
On March 11, 2016, a National Labor Relations Board (NLRB or Board) Administrative Law Judge (ALJ) ruled that a nursing home was not required to bargain with its newly-certified union prior to terminating two workers before it reached a first contract.
Continue Reading Disciplining Bargaining Unit Employees Between Union Recognition and First Contract
Beginning January 1, 2016, D.C. employers with 20 or more employees are required to offer commuter benefits to employees. The D.C. Law (D.C. Act 20-385) was introduced to encourage employees to choose public transportation or carpooling over driving to work alone.
Continue Reading New Law Requires D.C. Employers to Offer