White House coverage reports that the revamped white collar exemption regulations will be released this week, and will include a salary basis requirement more than double the current federal level. Reports peg the new salary basis requirement at $50,440 per year, or $970/week, with future adjustment linked to the 40th percentile of income.

In a lengthy report entitled “Rethinking Overtime” commissioned by the National Retail Federation, Oxford Economics analyzes the likely impact on businesses of the anticipated rise in the salary required for exempt status, one of the expectations of the Department of Labor’s review of the exemption regulations. The report, available here, notes that only

As employers prepare themselves for potentially unwelcome proposed revisions to the white collar regulations that are expected to pose operational, business and compliance challenges, we offer the following five suggestions to the Department for the purpose of assisting the agency with simplifying and streamlining the regulations consistent with the President’s directive:

  1. Address holistically the

On the heels of his ruling vacating the DOL’s new rule (which was scheduled to be effective January 1st) rendering the FLSA’s companionship exemption unavailable to “third party” employers of companions, Judge Richard Leon has now issued a companion decision vacating the new, substantially narrowed definition of “companionship services” contained in the same

In response to pressure from state governments and others fearing the increased cost of home care services, the Department of Labor announced Tuesday that it would delay its own enforcement of the new rule requiring that previously-exempt “companions” receive minimum wage and overtime.  The DOL’s Policy Statement stated that the DOL would not

The President’s recent directive to revise the federal wage-hour regulations includes a directive to simplify these rules.  This simplicity mandate ties in to a recent Government Accountability Office (GAO) study analyzing the year-over-year increase in FLSA litigation.  The GAO study found that a decrease in DOL guidance regarding the law and a failure