Legal Updates

Are You Prepared for the Revised EEO-1 Reporting Requirements?

Have you thought about what changes you may need to make to your payroll system and/or human resources information system (HRIS) in order to comply with the recently revised EEO-1 reporting requirements?  If you have 100 or more employees (or if your company is affiliated with other entities in which there are a total of 100 or more employees), you may be subject to these new reporting...Read More

New DOL Overtime Rule Blocked by Federal Court in Texas

A federal court in Texas has put on hold (for now) nationwide implementation of the new rule by the U.S. Department of Labor (DOL) raising the salary requirement for certain types of employees to be exempt from federal overtime requirements. The New DOL Overtime Rule Earlier this year, the DOL issued a new rule that changed the requirements for overtime exemptions under the federal Fair Labor...Read More

Only 30 Days Until OSHA’s New Recordkeeping Rules Go Into Effect

Employers will face a number of new obligations under OSHA’s revised recordkeeping rules as of August 10, 2016.  These include (1) a new anti-retaliation provision; (2) new employee notification requirements; and (3) a new requirement to implement and maintain a “reasonable” injury and illness reporting procedure.  For employers required to record injuries and illnesses under OSHA’s...Read More

DOL Issues New Final Rule on FLSA Exemptions Vastly Increasing the Number of Employees Eligible for Overtime Pay

Yesterday, the U.S. Department of Labor Wage and Hour Division announced its Final Rule updating the salary requirements for exemptions from overtime pay requirements under the Fair Labor Standards Act (FLSA). The Final Rule more than doubles the salary threshold needed to satisfy the most common exemptions, raising it from $23,660 to $47,476 annually ($455 to $913 weekly), and increases the...Read More

Are You Ready for the New Overtime Exemption Rules?

The new salary requirements for overtime exemptions are expected to take effect in 2016.  As reported in a previous legal update, the proposed final rule would more than double the salary level required for exemptions applicable to executive, administrative, or professional employees, from $455 per week ($23,660 per year) to $970 per week ($50,440 per year). Employers are urged to review their...Read More