DOL Proposes Rescinding Obama-Era Rule That Narrowed FLSA Exemption for Companion Care Workers
The Department of Labor has proposed rolling back Obama-era changes to Fair Labor Standards Act regulations on companionship services. When
DOL Proposes Removing Some FLSA Policy Statements and Interpretive Rules From Regulatory Code
The Department of Labor is proposing to move certain interpretive rules and policy statements related to the Fair Labor Standards Act from
DOL Pauses Enforcement of Biden’s Independent Contractor Rule
The Labor Department (DOL) will no longer enforce the existing independent contractor rule, DOL announced May 1. Instead, when deciding whether a
House Panel Advances Bills To Amend FLSA To Encourage Job-Related Training, Child Care Services
The House Committee on Education and the Workforce has advanced two bills to amend the Fair Labor Standards Act (FLSA).
President Trump Nominates Andrew Rogers as Next Wage and Hour Chief
President Trump has nominated Andrew Rogers to serve as the next Administrator of the Labor Department’s Wage and Hour Division.
Another Challenge to Biden Administration Independent Contractor Rule Dismissed
The Biden-era independent contractor rule has withstood yet another challenge, so it remains in effect, although the Trump Administration may
Trump Revokes Biden’s Federal Contractor Minimum Wage
A new executive order from President Trump on March 14 revoked the increase to the federal contractor minimum wage implemented
Biden’s Wage and Hour Division Publishes Guidance in Final Days
In the final days of the Biden Administration, DOL’s Wage and Hour Division issued two opinion letters. WHD opinion letters
Fifth Circuit Rules Biden’s Federal Contractor Minimum Wage Increase Lawful
A federal appeals court has upheld former President Biden’s Executive Order 14026 establishing a $15.00 federal contractor hourly minimum wage
Supreme Court Rejects Higher Evidentiary Standard for Proving FLSA Exemptions, Memorandum 25-012 (January 22, 2025).
The U.S. Supreme Court last week made it easier for employers to defend their decisions to apply the FLSA’s overtime