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Labor Department Pauses Appeal of Overtime Rule
On May 1, 2025 by Mark Schulz
The U.S. Department of Labor (DOL) is pausing its appeal of court rulings that blocked the agency’s April 2024 overtime rule, which sought to increase the salary thresholds necessary to exempt a salaried executive, administrative or professional (EAP) employee from federal overtime pay requirements under the Fair Labor Standards Act (FLSA).
New On-Demand Webinars Available – Earn CEUs Anytime
On May 30, 2024 by Sharon Hollister
LeadingAge Minnesota has a selection of on-demand webinars approved for clock hours. Eight new webinars from the 2023 Institute have been added on various topics. Get the training you need without having to leave your setting.
DOL Publishes Overtime Final Rule – Effective July 1, 2024
On April 25, 2024 by Mark Schulz
On April 23, 2024, the U.S. Department of Labor (DOL) Wage and Hour Division announced a final overtime rule which will take effect on July 1, 2024, with updates starting on January 1, 2025.
DOL Issues Notice of Proposed Rulemaking for Overtime
On September 7, 2023 by Mark Schulz
The US Department of Labor (DOL) Wage and Hour Division provides notice it will issue a notice of proposed rulemaking to restore and extend overtime protections. In its news release, the DOL stated the proposed federal rule would guarantee overtime pay for most salaried workers earning less than $1,059 per week, about $55,000 per year.
DOL Updates Timeline for Overtime Pay Rulemaking
On January 26, 2023 by Mark Schulz
According to recent news from the White House, the federal Department of Labor (DOL) Wage and Hour Division's proposed overtime rule will now be published in May. The Notice of Proposed Rulemaking was initially slated for April 2022 but then delayed to October that year. The May goal represents a second delay.
New Proposed Rule Would Update Regular Rate Regulations
On April 2, 2019 by Jodi Boyne
The U.S Department of Labor (DOL) last week published a proposed rule under the Fair Labor Standards Act (FLSA) that would clarify whether certain kinds of perks, benefits or other miscellaneous items must be included in the regular rate of pay.