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Articles by Sheehan Sullivan
Salary Thresholds for FLSA Exemptions Increase Again on January 1, 2025 – Despite Challenges to DOL Rule | JD Supra
Pending litigation questions the Department of Labor's rulemaking authority regarding its April 2024 rule Before the end of the year, employers will need to review the exempt status of their employees to ensure they are compliant with upcoming changes to federal law. The U.S. Department of Labor ("DOL") sets minimum wage, overtime, and other labor standards affecting both public- and private-sector employees.
Labor Department Finalizes Rule Increasing Salary Thresholds for FLSA Exemptions | JD Supra
Employees making less than $43,888 annually may be eligible for overtime under new salary threshold, which takes effect July 1, 2024 The U.S. Department of Labor ("DOL") released its highly anticipated final rule for section 13(a)(1) of the Fair Labor Standards Act ("FLSA") which makes important changes to overtime eligibility, including: (1) significantly increasing the minimum salary needed to qualify for FLSA "white-collar" exemptions; (2) increasing the total annual compensation...
Employee or Independent Contractor? New DOL Rule Aims to Clarify Worker Classifications | JD Supra
U.S. Department of Labor issues final rule that applies a "totality of circumstances" test The Department of Labor (DOL) has issued its highly anticipated final rule addressing the classification of workers as independent contractors under the Fair Labor Standards Act (FLSA).
Washington State Employers to Face Significant Minimum Wage and Salary Threshold Increases | JD Supra
Starting January 1, 2023, the Washington state minimum wage will be $15.74 per hour. This is a $1.25 increase from the current 2022 minimum wage of $14.49 per hour. Because the salary threshold for exempt employees in Washington is tied to a multiple of the minimum wage, the exempt salary threshold for all employers with Washington-based employees will also increase.
Washington Employees Must Be Paid for All Time Associated With Out-of-Town Travel | JD Supra
For decades, there has been a lively debate as to whether paying non-exempt employees for out-of-town travel time in accordance with the federal Fair Labor Standards Act (FLSA) rules also satisfied the Washington Minimum Wage Act. For example, FLSA rules provide that travel which keeps an employee away from home overnight is worktime only when it cuts across the employee's normal working hours regardless of the day in question, and that travel from home to an airport is likely to be commute time.
Significant Increases in Washington Minimum Wage and Exempt Salary Threshold for 2022 | JD Supra
Starting January 1, 2022, the Washington state minimum wage will be $14.49 per hour. This is a 5.83 percent increase from the current 2021 minimum wage of $13.69 per hour. Because the salary threshold for exempt employees in Washington is tied to a multiple of the minimum wage, the exempt salary threshold for all employers, regardless of size, with Washington-based employees in 2022 will increase to $52,743.60 (or $1,014.30 per week).
2021 Increases in Washington Minimum Wage and Exempt Salary Threshold | JD Supra
Washington labor costs are about to increase for Washington employers with minimum wage employees and, more significantly, for exempt employees currently in the salary range of $35,000 to $40,000 annually. Minimum Wage Increase For 2021, the Washington minimum wage will be $13.69 per hour (an increase from the current $13.50 per hour).
What to Do When DOL Comes Knocking at Your Door
The U.S. Department of Labor (DOL) performs wage and hour audits of employers by selecting them at random, or because they are in targeted industries (usually low-wage), or as a result of a complaint from an employee or former employee. The investigations have increased significantly over the past few years and can result in orders for back wages and penalties. What steps should you take when the DOL comes knocking (generally with no prior notice)?
What to do when U.S. DOL comes knocking at your door
The U.S. Department of Labor (DOL) performs wage and hour audits of employers by selecting them at random, or because they are in targeted industries (usually low-wage), or as a result of a complaint from an employee or former employee. The investigations have increased significantly over the past few years and can result in orders for back wages and penalties. What steps should you take when the DOL comes knocking (generally with no prior notice)? Read on and you'll learn! Read More...
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