The U.S. Department of Labor released a final rule on April 23, 2024, raising the salary threshold to qualify for certain overtime exemptions under federal law.
Belgian labor courts, confronted with claims from employees for overtime pay, are torn between their obligation to follow the European Working Time Directive and their concern not to encroach on the powers of the legislature.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
On March 25, 2024, the California Supreme Court issued a highly anticipated decision. The Court responded to the request from the Ninth Circuit to answer three questions about Wage Order No. 16 and clarify the scope of the term “hours worked.”
The Washington state legislature and certain localities recently passed several bills affecting employers, some of which have already been signed into law.
Three months into the new legislative year, with all but a handful of state legislatures currently in session, several employment law trends for 2024 have emerged.
When nonexempt employees use their personal vehicles to provide delivery services, how much must their employer reimburse them to ensure that the employees are paid at least the minimum wage required by the Fair Labor Standards Act (FLSA)?
Taking a “commonsense” approach, the U.S. Court of Appeals for the Eleventh Circuit held that volunteers’ mere receipt of certain “perks” does not convert them to employees under the FLSA.
The Government of Ontario has repealed Bill 124, the Protecting a Sustainable Public Sector for Future Generations Act, 2019, which had limited public sector wage increases.
Planning and preparation before natural events occur allows employers to best support their workforces and the stability of their businesses when unfortunate natural events happen.
