Employee Compensation items

  • Minnesota to Increase Minimum Wage to $9.50 by 2016 and Adjust for Inflation Thereafter

    Date:
    08 April 2014

    Legislators have reached a deal that would make Minnesota the fifth state to enact legislation increasing the minimum wage this year, following Connecticut, Delaware, Maryland and West Virginia.

  • Maryland to Gradually Increase Minimum Wage to $10.10 by 2018

    Date:
    07 April 2014

    Maryland's actions attracted the attention of President Obama, who has made increasing the minimum wage one of his top domestic priorities for 2014. Although the prospects of a federal increase appear dim, chances are good that other states will follow Maryland's lead.

  • West Virginia to Increase Minimum Wage to $8.00 in 2015, $8.75 in 2016

    Date:
    02 April 2014

    The new law also will significantly expand the coverage of West Virginia's minimum wage and overtime laws unless it is amended during a special session in May.

  • Nevada Minimum Wage to Remain the Same for 2014

    Date:
    01 April 2014

    Because increases in the cost of living have not outpaced increases in the federal minimum wage rate over the past decade, Nevada's minimum wage will remain at $7.25 for employees who receive qualified health benefits from their employers and $8.25 for employees who do not receive health benefits.

  • Connecticut's Minimum Wage Will Rise to $10.10 by 2017

    Date:
    28 March 2014

    A new law will boost Connecticut's minimum wage to $9.15 on January 1, 2015, followed by an increase to $9.60 on January 1, 2016, and another increase to $10.10 on January 1, 2017.

  • Bright-Line Overtime Test a Possibility, US Labor Secretary Tells SHRM

    Date:
    19 March 2014

    The US Department of Labor is considering updates to its Fair Labor Standards Act (FLSA) regulations to require that overtime-exempt employees spend a certain percentage of their time performing exempt work.

  • 8th Cir. Executive Exemption Ruling Turned on a Single Hiring Recommendation

    Date:
    18 March 2014

    To be exempt from the overtime requirements of the Fair Labor Standards Act (FLSA), executives must have the authority to hire or fire employees or have their suggestions about personnel decisions be given particular weight. In a ruling issued March 17, a federal appeals court held that this particular weight requirement could be satisfied if an executive's recommendation to hire even one single applicant is relied on by his or her employer.

  • Report: White House to Make More Employees Eligible for Overtime

    Date:
    12 March 2014

    According to the New York Times, President Obama will ask the US Department of Labor (DOL) to issue new regulations that would require employees to be paid a higher salary and spend a certain percentage of their time performing exempt work to qualify for an exemption from the overtime requirements of the Fair Labor Standards Act (FLSA).

  • White House 2015 Budget Proposal Lists Enforcement, Investment Priorities

    Date:
    11 March 2014

    The White House proposed its 2015 budget last week, outlining the Obama Administration's enforcement priorities. An employer should expect increased enforcement of wage and hour laws and family and medical leave protections if Congress authorizes the administration's requests. New provisions regarding accelerated filing due dates for wage reporting and new electronic filing requirements (including penalty provisions) would be forthcoming if the proposed budget were approved.

  • Supreme Court Agrees to Hear FLSA Security Screenings Case

    Date:
    04 March 2014

    A ruling in favor of the employees "creates the potential for significant and completely unanticipated financial liability for thousands of employers throughout the United States who either use security screening themselves or who have employees who must otherwise undergo such screening," according to groups representing employers.

About this category

News: HR and legal considerations for employers regarding employee compensation laws. Support on following rules and regulations regarding this topic.