On April 23, 2024, the United States Department of Labor (“DOL”) released a final rule on overtime exemption. This final rule will increase the minimum salary amount required to be paid to executive, administrative and professional (“EAP”) employees to be considered exempt from the Fair Labor Standards Act (“FLSA”) overtime pay requirements.
On June 13, the Supreme Court sided with Starbucks, ruling that the NLRB must apply a strict standard for issuing temporary injunctions under the National Labor Relations Act (“NLRA”).
The Equal Employment Opportunity Commission (“EEOC”) released its first updated enforcement guidance on workplace harassment in 25 years. This update reflects significant legal developments, notably reflecting changes in extending anti-discrimination protections to LGBTQ workers. You may access the EEOC’s guidance here.
On May 29, the U.S. Equal Employment Opportunity Commission (the “EEOC”) announced it filed suit against 15 employers in 10 states across various industries for allegedly failing to submit mandatory EEO-1 Component 1 data reports for 2021 and 2022
The NCAA has recently announced an agreement to pay nearly $2.8 billion to settle numerous antitrust claims. This plan includes compensating thousands of former and current college athletes who allege that now-defunct NCAA rules prevented them from earning endorsement money. Additionally, the plan establishes a first-of-its-kind revenue-sharing system for college athletes, allowing schools to allocate up to $21 million per year to be paid directly to athletes, starting as early as fall 2025.
In a surprise victory for employers, the California Supreme Court has recently ruled that an employer who reasonably and in good faith believes its wage statements (aka: paystubs) are true and accurate is immune to penalties imposed by California Labor Code section 226 (“Section 226”).
You might expect that courts do not like to penalize government agencies too much. That expectation became a reality in a recent case in the Ninth Circuit appeals court. In that case, the Ninth Court found that the Social Security Administration (the “SSA”) did not discriminate against an employee—named Ms. Toms—on the basis of her alleged perfume sensitivity disability.
On April 23, 2024, the Department of Labor (“DOL”) announced a final rule that raises the salary thresholds for specific overtime exemptions under the federal Fair Labor Standards Act (“FLSA”). The new rule affects employees who qualify under the federal rule’s executive, administrative, and professional exemptions (there is some nuance here, but we can skip that for now).
On April 23, 2024, the Federal Trade Commission (“FTC”) finalized a rule that bans virtually all non-competition agreements between a business and their “workers” (more about what a “worker” is below). The new rule would prohibit businesses from restricting a worker’s ability to work for competitor following the worker’s separation from the business.
The Pregnancy Workers Fairness Act (the “PWFA”) became effective on June 27, 2023, which mandates that employers with 15 or more employees must provide reasonable accommodations for known limitations associated with pregnancy, childbirth, or related medical conditions.