A new enforcement policy directs US Department of Labor investigators to apply criteria that make it easier to classify workers as independent contractors under the Fair Labor Standards Act (FLSA).
The Supreme Court has ruled that employers need to show only a "preponderance of the evidence" to prove that an employee is exempt from the overtime requirements of the Fair Labor Standards Act (FLSA).
A federal court recently overturned the US Department of Labor (DOL) overtime rule, which was going to raise the minimum annual salary for most overtime-exempt employees from $43,888 to $58,656. Brightmine Senior Legal Editor Michael Cardman answers these questions and more to help you chart a path forward for your organization.
Updated to reflect the vacatur of the overtime rule updating and revising the Fair Labor Standards Act (FLSA) overtime exemption requirements, effective November 15, 2024.