Key Appointments Update: Looman New DOL Wage and Hour Administrator, Burrows Clears Committee
The U.S. Senate recently took two significant steps regarding President Biden’s nominees for key workplace enforcement agency positions. It confirmed
DOL Announces Federal Contractor Minimum Wage Rates To Increase on January 1, 2024
The minimum wage rates for work performed under specified government contracts will increase January 1, 2024, the U.S. Department of
EEOC and DOL’s Wage and Hour Division Sign Partnership Pact To Enhance Enforcement Efforts
The Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor’s Wage and Hour Division (WHD) have signed a
DOL Proposed Rule Would Make Millions of White Collar Workers Eligible for Overtime
The Department of Labor (DOL) has released its long-expected proposal to revise the regulations governing the minimum wage and overtime
DOL Finalizes Wage Regulations Benefiting Union Construction Contractors
The Department of Labor (DOL) has finalized significant revisions to its regulations implementing the Davis-Bacon Act (DBA) for the first
New DOL Opinion Letter Addresses How Holiday Impacts Weekly Leave Entitlement
The Department of Labor (DOL) has issued a rare opinion letter under the Family and Medical Leave Act (FMLA) addressing
Latest Biden Regulatory Agenda Lists No New Workplace Initiatives
The Biden Administration’s latest semi-annual regulatory agenda, published on June 13, 2023, lists no new initiatives related to workplace compliance,
DOL Issues Guidance on “PUMP Act” Protections for Nursing Mothers
The Department of Labor (DOL) recently published guidance that interprets the provisions of the Providing Urgent Maternal Protections for Nursing
Fifth Circuit Revives Legal Challenge to DOL’s Revised Tip Regulations
The U.S. Court of Appeals for the Fifth Circuit has revived a legal challenge to regulations issued by the Biden
Third Circuit Rules Paid Time Off Is Not Salary for FLSA Purposes
Paid time off (PTO) is not part of an employee’s salary, and therefore an employer did not violate the Fair