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On May 18, the DOL released the final overtime rule, which will change federal exemptions to overtime pay under the Fair Labor Standards Act (FLSA) for administrative, executive and professional employees, the so-called "white collar" worker classifications that have long been exempt from time-and-one-half pay for working more than 40 hours per week. The DOL's final rule will affect both public and private work by all employers that are covered under the FLSA. Specifically, the rule doubles the current minimum standard salary level for exemption from $23,660 to $47,476 annually. It also increases the highly compensated employees (HCE) to an annual compensation of $134,000. DOL made no changes to the standard duties test.
Popular tags: Elections, Final Rule, Legislative Rule
On March 23, the DOL issued its final persuader rule, officially titled the Interpretation of the 'Advice' Exemption in Section 203(c) of the Labor-Management Reporting and Disclosure Act (LMRDA), which drastically redefines "persuader" activity under Section 203 of the LMRDA. On June 27, the U.S. District Court for the Northern District of Texas issued a nationwide preliminary injunction that blocked the DOL from implementing the final persuader rule, which was scheduled to take effect July 1. On Nov. 16, the court found the rule to be unlawful and permanently blocked it from going into effect.
Popular tags: DOL, Final Rule, Persuader Rule
November 8, 2016, general election results bring more of the same.
Among several ballot initiatives, voters approved an increase in the statewide minimum wage to $13.50 by 2020 with 60 percent of the vote (I-1433), but also defeated a proposed carbon tax by 41% to 59% (I-732).
Governor Jay Inslee was re-elected with 56% of the vote. Democratic state Senator Cyrus Habib (D-Bellevue) also won with 56% of the vote. Attorney General Bob Ferguson was re-elected handily.
Popular tags: Elections, Government, State, Final Rule
On September 29, the federal government issued the following regulations of interest to ABC stakeholders:
· the U.S. Department of Labor (DOL) issued the final rule on paid sick leave
· the U.S. Equal Employment Opportunity Commission (EEOC) issued the revised Employer Information Report or EEO-1
DOL’s Final Rule on Paid Sick Leave
The final rule will require certain federal contractors to offer employees up to seven days (56 hours) of paid sick leave annually, including paid leave for family care. The paid sick leave required by the final rule is in addition to a contractor’s obligations under the Service Contract Act (SCA) and Davis-Bacon Act (DBA). Therefore, a contractor may not receive credit toward its prevailing wage or fringe benefit obligation under the SCA and DBA for paid sick leave provided in satisfaction of the requirements of the final rule.
Popular tags: DOL, Final Rule, Paid Sick, Legislative Rule