NEW DOL OVERTIME RULE RAISES EXEMPT SALARY THRESHOLD TO $684/WEEK

by Baylor Evnen, LLP | Oct 8, 2019 | BLOG, EMPLOYMENT, LITIGATION & PROFESSIONAL DEFENSE

The United States Department of Labor recently announced its new overtime rule for non-exempt (i.e., hourly) employees. The key takeaway from the highly anticipated announcement was the new salary threshold of $684 per week ($35,568 per year) that employees must earn to potentially qualify as “exempt” from overtime requirements. Other changes include raising the total […]

DOL ISSUES PROPOSED OVERTIME RULE; CONGRESS ATTEMPTS TO OVERRIDE IT

by Baylor Evnen, LLP | Jun 21, 2019 | BLOG, EMPLOYMENT

The Fair Labor Standards Act requires most employees be paid at least the federal minimum wage for all hours worked and overtime pay for hours worked over 40 hours in a workweek. However, the FLSA provides some exceptions from minimum wage and overtime pay for persons who fit within certain exemptions.  To qualify for an […]

SCOTUS RULES ON TITLE VII ADMINISTRATIVE EXHAUSTION REQUIREMENT

by Baylor Evnen, LLP | Jun 7, 2019 | BLOG, EMPLOYMENT

Earlier this week, the U.S. Supreme Court unanimously resolved the split among lower courts regarding whether Title VII’s administrative exhaustion requirement is a jurisdictional bar to filing a lawsuit in court.  Under Title VII’s administrative exhaustion requirement, an employee must first exhaust administrative remedies by filing a discrimination claim with the EEOC before filing a […]

EEO-1 PAY DATA UPDATE

by Baylor Evnen, LLP | May 16, 2019 | BLOG, EMPLOYMENT

In light of the recent court decision overturning the Trump Administration’s stay of EEO-1 pay-data collection provisions, the EEOC has confirmed that it will also collect EEO-1 Component 2 pay data for calendar years 2017 and 2018, by September 30, 2019.  Employers should be prepared to submit their Component 2 data for both 2017 and […]

THE ROLLERCOASTER RIDE OF EEO-1 PAY DATA REPORTING

by Baylor Evnen, LLP | Mar 12, 2019 | BLOG, EMPLOYMENT

A federal court has reinstated the pay-data collection and reporting requirements for federal revised EEO-1 form filings.  The requirements, instituted during the Obama administration, obligate businesses with at least 100 employees and federal contractors with at least 50 employees and a contract of $50,000 or more with the federal government to report pay data by […]