Legislation establishing new employee notice requirements for employers in the District of Columbia is projected to take effect on February 26, according to the District's Department of Employment Services.
In Home Care Ass'n of Am. v. Weil, the United States District Court for the District of Columbia vacated a regulation from the US Department of Labor that would have narrowed the duties a companion may perform to qualify for an exemption from the minimum wage and overtime requirements of the Fair Labor Standards Act (FLSA).
New York employers will no longer have to provide employees with annual wage notices under the state Wage Theft Prevention Act starting with 2015. However, some of the Act's existing enforcement provisions have been enhanced.
The Pennsylvania Supreme Court has upheld a $151-million award to workers at Wal-Mart and Sam's Club stores for unpaid break time and other off-the-clock work. Wal-Mart also must pay nearly $34 million in attorney fees for its employees. The decision affects 188,000 Wal-Mart employees who worked in Pennsylvania between 1998 and 2005.
New regulations proposed recently by the West Virginia Division of Labor are expected to establish new definitions for what counts as working time under the state's minimum wage and overtime laws. These definitions differ from the federal Fair Labor Standards Act (FLSA) in a wide range of areas, including pre- and post-shift activities, training time, and break periods.
The Supreme Court's ruling in Integrity Staffing Solutions, Inc. v. Busk sets a significant new standard: Just because an employer requires its employees to perform an activity or benefits from them performing an activity does not necessarily mean that they must be paid for that activity.
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