California’s Office of Administrative Law (OAL) recently approved the Fair Employment and Housing Council’s amendments to the California Family Rights Act (CFRA) regulations. The new regulations, Amendments to its California Family Rights Act Regulations, which will become effective on July 1, 2015, were filed with the Secretary of State on March 4, 2015. Further details on the approved regulations, including the notice of proposed rulemaking and the regulations’ final text, can be found on the California Department of Fair Employment and Housing website.
Mel Jones is Northwest Diversity Manager for Skanska USA, a multibillion dollar international building and development company. Before joining Skanska, Jones was a civil engineer and owned his own engineering design company. As an African American business owner, Jones experienced the subtle-yet-real vestiges of race discrimination—quiet exclusion, “accidental” omission on project bid…..
In order to qualify for one or more of the white collar exemptions to the overtime requirements under the Fair Labor Standards Act (FLSA), an employee must meet three tests: (1) the salary basis test (which asks how the employee is paid), (2) the salary level test (which establishes a minimum salary amount that employees must earn to be considered exempt), and (3) the primary duties test (which asks which kinds of job duties the employee performs). The new final regulations revising the minimum salary amount were published in the Federal Register on Monday, May 23, 2016. The new minimum salary level, which takes effect on December 1, 2016, is $913 a week or $47,476 annually.
Beginning in 2022, employer-sponsored health plans will be required to pay providers certain emergency and out-of-network charges that would have otherwise been balance billed to participants.