CWC Urges DOL To Adopt Clear Joint Employer Standard
The Center for Workplace Compliance filed comments with the Labor Department supporting the Wage and Hour Division’s proposed joint employer rule under the
DOL Says Extra Hourly Shifts May Not Defeat Exempt Status
An exempt employee does not lose exempt status simply by performing additional hourly work in a separate, non-exempt role, according
Third Circuit Says FLSA Does Not Reach “Overtime Gap Time” Claims
Workers cannot use the Fair Labor Standards Act to recover unpaid straight-time from an overtime week, a federal appeals court
Minimum Wage Increases Effective July 1, 2026
Several state and local jurisdictions are scheduled to increase their minimum wage rates on July 1. The Center for Workplace
DOL Formally Restores Pre-2024 Overtime Rules Following Court Vacatur
The Department of Labor has issued a technical amendment removing the 2024 revisions to the white-collar overtime regulations. It restores the salary thresholds adopted in 2019, including the weekly $684 salary level for
DOL Proposes Clearer, More Balanced Joint Employer Test
A proposed joint employer rule from the U.S. Department of Labor would clarify the standard for joint employer liability under federal wage and hour laws. The proposal would apply to
CWC’s Comments Support Revisions To DOL’s Worker Classification Rule
The Center for Workplace Compliance (CWC), our affiliated nonprofit membership association, has submitted comments supporting DOL’s proposed changes to the
DOL Seeks OMB Approval For National Worker Survey On FLSA Compliance
The Department of Labor has asked the White House Office of Management and Budget to approve a new National Worker Survey that
DOL Proposes Rollback of Biden-Era Worker Classification Rule
DOL’s Wage and Hour Division has issued a proposed rule for assessing whether a worker is an employee or independent
Recent DOL Decision Demonstrates Debarment Risk Isn’t Just About Intentional Violations
The Department of Labor’s Administrative Review Board has affirmed a three-year debarment of a federal contractor under the Service Contract Act