Over the past few years, cities and counties have gotten into the business of regulating the workplace, an area previously reserved to federal and state governments. Many local jurisdictions have focused particular attention on the hospitality industry.
In a recent decision, a federal court judge held that individual FLSA settlements do not need to be approved, and parties may stipulate to dismissal under Rule 41.
A Michigan judge has held that the state legislature violated the Michigan Constitution in 2018 when, during a lame-duck session, it overhauled revisions to Michigan’s minimum wage and tip law and newly created paid sick and safe time law.
Puerto Rico’s Secretary of Labor and Human Resources has issued Opinion No. 2022-02, which provides the methodology for employers to self-classify as a microenterprises, small or medium businesses under Act 62-2014.
A new Rhode Island statute prohibits employers of tipped employees from retaining employee tips, creates new requirements for tip pools, and sets requirements for deductions from tips for credit card processing.
Cities have started to implement their own workplace regulations, an area previously reserved to federal and state governments. The hotel industry, which often is one of the primary drivers of a local economy, has been a particular focus.
The 11th Circuit recently relied on DOL guidance to conclude that property damage investigators do not qualify for the FLSA’s administrative exemption, and were therefore subject to the FLSA’s minimum wage and overtime requirements.
It used to be that employers had the luxury of waiting until January 1 to be vigilant for new employment laws and compliance challenges. For the past several years, we have reported on employment and labor laws taking effect mid-year.
On June 21, 2022, the Biden administration released its Spring 2022 Unified Agenda of Regulatory and Deregulatory Actions. These semi-annual regulatory agendas outline federal agency goals for the months ahead.
