For the time being, employers will no longer need to comply with the US Department of Labor's overtime rule, which had been scheduled to take effect December 1, 2016. However, there remains a possibility the rule could be resurrected.
Employers should prepare for the possibility of developments in a variety of areas, including health benefits, unions, wage and hour, regulatory reform, immigration, maternity leave and onsite childcare, and equal employment opportunity.
Several resources have been updated or added to reflect final regulations from the US Department of Labor (DOL) that will raise the minimum salary for an employee exempt from the overtime requirements of the Fair Labor Standards Act (FLSA) from $23,660 to $47,476, effective December 1, 2016.
Three sections of the Employment Law Manual have been updated with details about the US Department of Labor's new guidance on joint employment under the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA) and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA).
One of the most challenging aspects of staffing a productive and profitable organization concerns striking a balance between employee compensation costs and fulfilling client expectations. Often, an employer strikes this balance by increasing staff on a seasonal basis - especially in industries such as hospitality or retail.
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