OSHA Expands National Emphasis Program (NEP) for Hazardous Chemicals

The U.S. Department of Labor (DOL) will be conducting listening sessions in five different cities across the United States in September 2018 to gather views concerning potential revisions to the white-collar exemption regulations under the federal Fair Labor Standards Act (FLSA).

The minimum salary threshold to qualify for the executive, administrative, and professional exemptions to the Fair Labor Standards Act (FLSA) will more than double on December 1, 2016, from $23,660 per year to $47,476 per year. This is the most notable—but not the only – change to the FLSA exemption requirements under the final Part 541regulations that the U.S. Department of Labor (DOL) released today. Another noteworthy provision in the final Part 541 rule is one to automatically adjust this salary amount every three years beginning on January 1, 2020.

On June 24, 2013, the Supreme Court of the United States issued two highly-anticipated decisions. In Vance v. Ball State University, the justices considered whether the “supervisor” liability rule established by Supreme Court precedent applies to harassment by employees whom the employer vests with the authority to direct and oversee a harassment victim’s daily work or whether the rule is limited to those harassers who have the power to “hire, fire, demote, promote, transfer, or discipline” their victim.