Employers Should Prepare Now for New Whi...
Posted by danderson on Apr 11, 2016 in Department of Labor, Fair Labor Standards Act, FLSA, Jennings, Strouss & Salmon, P.L.C., Labor and Employment Law | 0 comments
By: Jennings, Strouss & Salmon, P.L.C.
Employers take note – major changes may be coming to overtime regulations. According to the U.S. Department of Labor (DOL), a proposed rule change would extend overtime protections to nearly 5 million white collar workers. The proposed changes are anticipated to be finalized within the coming months, and employers should start planning...
Are Unpaid Internships Illegal in Arizon...
Posted by danderson on Apr 30, 2015 in Department of Labor, Fair Labor Standards Act, FLSA, Labor and Employment Law, Lindsay G. Leavitt | 0 comments
By Lindsay G. Leavitt
To pay, or not to pay? For Arizona employers offering internships, that is the question. Since the Great Recession, the number of unpaid internships has mushroomed, presumably because employers desire to reduce costs while students still need to bolster their resumes. What for-profit employers need to know, however, is that most unpaid internships violate Federal...
EMPLOYERS MAY LOSE BENEFIT OF OVERTIME E...
Posted by danderson on Mar 17, 2014 in Department of Labor, Fair Labor Standards Act, FLSA, John J. Egbert, Labor and Employment Law, Minimum Wage, Overtime | 0 comments
Under the federal Fair Labor Standards Act (“FLSA”), most employees are entitled to receive overtime compensation (1.5 times their regular rate of pay) for all hours they work above 40 hours in a workweek. However, the FLSA also exempts certain executive, administrative and professional employees who are paid on a salaried basis and make at least $455 per week. President Obama...
Fair Labor Standards Act’s Minimum...
Posted by danderson on Oct 1, 2013 in Department of Labor, Direct Care Worker, Fair Labor Standards Act, FLSA, Jennings, Strouss & Salmon, P.L.C., Labor and Employment Law, Minimum Wage, Wage and Hour Division | 0 comments
The U.S. Department of Labor recently announced a final rule that extends the Fair Labor Standards Act’s (FLSA) minimum wage and overtime protections to most direct care workers. Direct care workers, which include certified nursing assistants, home health and personal care workers, are some of the lowest paid workers in the service industry. This change will impact nearly two million...
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Please note that the materials contained within this web site have been prepared by Jennings, Strouss & Salmon, P.L.C. for informational purposes only so that readers may learn more about the firm, the services it provides the background of its attorneys, and recent developments in the law. These materials do not constitute, and should not be considered, legal advice, and you are urged to consult with an attorney on your own specific legal matters. Transmission of the information contained in the Jennings, Strouss & Salmon web site is not intended to create, and receipt by the reader does not constitute, an attorney-client relationship with Jennings, Strouss & Salmon or any of its individual attorneys. While we would certainly like to hear from you, we cannot represent you until we know that doing so will not create a conflict of interest. Please do not send us any information about a matter that may involve you until you receive written authorization to do so from one of our attorneys. Unless otherwise indicated in individual attorney biographies, attorneys resident in the firm's various offices are not certified by the Board of Legal Specialization or a similar body of any State. This site may contain hyperlinks to Web sites operated by parties' independent from Jennings, Strouss & Salmon. Such hyperlinks are provided for your reference only. Jennings, Strouss & Salmon does not control such Web sites, and is not responsible for their content. Jennings, Strouss & Salmon's inclusion of hyperlinks to such Web sites does not imply any endorsement of the material on such Web sites or any association with their content. Your access and use of such sites, including information, material, products, and services therein, shall be solely at your own risk. Further, because the privacy policy of this Site is applicable only when you are on this Site, once linked to another Web site, you should read that site's privacy policy before disclosing any personal information.
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