In Schaefer v. Walker Bros. Enters., the 7th Circuit Court of Appeals followed federal guidance that allows employers to claim the minimum wage tip credit even when their employees spend as much as 20 percent of their time performing duties that are related to their occupations but do not explicitly produce tips.
In Flores v. City of San Gabriel, the 9th Circuit Court of Appeals held that payments of cash in lieu of benefits must be included in the regular rate when calculating how much overtime employees are owed under the Fair Labor Standards Act (FLSA).
The Supreme Court declined to hear a challenge to new regulations that prohibit third-party employers from claiming the Fair Labor Standards Act (FLSA) overtime exemption for companionship services providers and narrow the range of duties that FLSA-exempt services providers may perform.
In Encino Motorcars, LLC v. Navarro, the Supreme Court held that courts do not have to follow a 2011 regulation from the US Department of Labor that excludes auto dealership "service advisors" from an exemption from the overtime requirements of the Fair Labor Standards Act (FLSA).
HR departments should get ready now to comply with a wide variety of employment law requirements that are changing on July 1. Depending on the employer's presence in various jurisdictions, a number of workplace practices may be affected by legislative changes, ranging from employment contracts to payroll.
In Craig v. Bridges Bros. Trucking LLC, the 6th Circuit Court of Appeals joined three other circuits in ruling that an employer has an obligation to exercise reasonable diligence to find out whether its employees are working more than 40 hours in a workweek.
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