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The Office of Management and Budget (OMB) has stayed the EEOC’s new pay data reporting requirements pending OMB’s review – meaning that the prior version of the EEO-1 will remain in effect for the 2017 filing year.
The outlook for new overtime rules that were scheduled to go into effect last December looks bleak as a nationwide injunction remains in effect and the Department of Labor appears to be going back to the drawing board.
Take Away: Effective December 1, 2016, the minimum salary that employees must be paid to qualify for the white collar or the highly compensated exemptions to the FLSA overtime requirements will increase substantially.
The Supreme Court, in a class action involving compensation for “donning and doffing” ruled in favor of the employees, ending hopes that the Court would put additional curbs on class actions. In fact, the Court opened the door to expanded use of statistics to prove liability in FLSA cases.