Category Archives: Overtime Regulation

Last week, the United States Department of Labor (“DOL”) announced a rule clarifying the types of compensation that should be included when determining an employee’s “regular rate” of pay for the purpose of calculating overtime pay under the federal Fair Labor Standards Act (“FLSA”). The new rule permits employers to exclude certain fringe benefits provided to employees when calculating the employee’s regular rate of pay. The rule is the first update to the relevant regulations in half a century,… More

Massachusetts law requires that non-exempt employees be paid at least 1.5 times their hourly rate for hours worked beyond the first 40 hours per week, and that certain employees be paid at least 1.5 times their hourly rate for all hours worked on Sundays. However, there has been confusion as to how these laws apply to employees who are paid exclusively by commissions.

Late last week,… More

Less than a month after proposing an increase to the salary threshold for certain overtime exemptions (see our previous client alert), the U.S. Department of Labor (“DOL”) has announced another possible rule change impacting the way employers pay employees overtime. This new proposed rule would update, for the first time in more than 50 years, rules regarding the types of employee compensation that must be included when calculating an employee’s “regular rate” under the Fair Labor Standards Act (“FLSA”).… More

On June 27, 2017, the U.S. Department of Labor (DOL) made two announcements that signal a change of direction for the new Administration. First, the DOL announced in a press release that it would return to its decades-long practice of issuing “opinion letters,” which provide employers formal, written guidance on specific labor law issues. Second, the DOL began the process for seeking public notice and comment on the Obama DOL’s rule increasing the salary threshold for overtime exemptions,… More

On November 22, 2016, a federal judge in Texas issued a nationwide injunction preventing the U.S. Department of Labor (DOL) from implementing its new overtime rule. The rule – which would have raised the salary threshold below which employees must be paid overtime to $47,476/year – was scheduled to go into effect on December 1, 2016. (The firm’s previous client alert on the rule can be found here.) As a result,… More

The past year has been busy in the labor and employment law field. Foley Hoag recently presented a webinar detailing the latest legal developments.

Watch the recording:

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Topics discussed include:

• Upcoming changes to the overtime regulations
• The expansion of the “joint employer” doctrine
• The increasingly aggressive EEOC
• Legislative initiatives to change non-compete law
• Pay equity laws
• Current issues in immigration laws

Speakers:

• Michael L.…

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