Archive for September 2019
New Overtime Rule Raises Salary Cut-Off to $35,568
Employees who make less than $35,568 are now eligible for overtime pay under a final rule issued today by the U.S. Department of Labor (DOL). The new rate will take effect Jan. 1, 2020. To be exempt from overtime under the federal Fair Labor Standards Act (FLSA), employees must be paid a salary of at least the threshold amount and meet…
Read MoreEmployers Gain Flexibility to Regulate Nonemployee Access to Property under the NLRA
On September 6, 2019, the National Labor Relations Board (NLRB or Board) issued its decision in Kroger Limited Partnership I Mid-Atlantic, 368 NLRB No. 64, and officially rejected the idea that employers that allow civic and charitable organizations to fundraise on their property must also allow nonemployee union agents to solicit on employer property in…
Read MoreSupreme Court to Decide if LGBT Workers Are Protected from Employment Discrimination
For roughly 10 years, Gerald Bostock worked as a child welfare services coordinator for Clayton County, Georgia, with happy results. Bostock was widely praised, and his boss gave him consistently positive reviews. Then Bostock began participating in a gay softball league and people started criticizing and disparaging him for it, as well as for his…
Read MoreDon’t Dally on Your Data: Pay Data Required on EEO-1 Forms by September 30, 2019
The EEOC’s revised EEO-1 form, which now includes employee pay data, must be filed for covered employers for calendar years 2017 and 2018 by September 30, 2019. Remember that EEO-1 forms are required of all employers with 100 or more employees, as well as federal government contractors who have 50 or more employees and contracts…
Read MoreEEOC Explains How to Report Nonbinary Individuals on EEO-1 Form
As more employees have identified their gender as nonbinary rather than male or female, employers have struggled to determine how to report these workers’ gender on the EEO-1 form provided to the Equal Employment Opportunity Commission (EEOC). The EEOC recently has said in an FAQ that employers may report this information in a comments section…
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