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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 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