Posts in Department of Labor (DOL).

Employers should proceed with caution when dealing with employee leaves and other issues under the Families First Coronavirus Response Act (FFCRA), especially those operating in the health care industry.

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A federal court rules U.S. Department of Labor overreached with some aspects of its Final Rule on employee leave laws related to COVID-19.

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Amid the confusing tangle of federal and state COVID-19 laws and executive orders, Michigan employers can consult this guide to remain in compliance.

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SPECIAL ALERT: Employers must review this additional U.S. Department of Labor guidance regarding implementation of the new Families First Coronavirus Response Act.

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Employers must get it right when it comes to FMLA qualifying leave for employees or they could face significant liability.

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DOL’s new rule is more employer friendly, but it must be adhered to in order to avoid liability.

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Department of Labor opinion letter serves as reminder to employers that non-discretionary bonuses impact overtime pay calculations.

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Employer avoids slicing this FMLA abuse claim out of bounds by hiring private investigator.

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Nerd alert! Decimals have their point when it comes to rounding employees’ time under new U.S. Department of Labor opinion.

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Department of Labor takes another stab at issuing proposed new rules to address the salary threshold for “white collar” exemptions.

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DOL revives practice of issuing opinion letters to employers with recent guidance addressing travel time and break periods under FMLA.

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Employers should consider all the ramifications before taking part in the Department of Labor’s pilot PAID program.

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Trump administration filed appeal of Texas district court’s decision in effort to preserve DOL’s right to set salary threshold for exempt employees.

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Texas court strikes down Obama-era overtime rule that more than doubled the threshold salary for exempt employees.

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Recent guidance from Department of Labor under Trump administration finally provides some good news for employers.

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Presidential directive to Department of Labor could impact retirement plans offered by employers.

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Employers must adhere to new DOL requirements for electronic reporting, encouraging more employee involvement in incident reporting and appropriate use of post-injury drug testing.

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New DOL regulations to dramatically change minimum compensation for exempt employees beginning Dec. 1.

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Recent DOL case resolution a reminder to employers that failure to correctly classify individuals as independent contractors or exempt employees could result in expensive class action litigation.

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