Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRMs permission. Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay. | 1 p.m. For Long Island and Westchester County . ACTION: Notice of proposed rulemaking; request for comments. Please log in as a SHRM member. Under the FLSA, employees must receive overtime pay of at least one and one-half times their regular rate of pay for work in excess of forty hours per workweek. Once anticipated in the spring, the proposed rule will recommend how to implement the exemption of bona fide executive, administrative and professional employees from the Fair Labor . All rights reserved. In 2021, four congressional Democrats argued for a threshold in line with the historical high point of salary thresholds the 55th percentile of earning of full-time salaried workers nationwide. That would have resulted in a threshold of $82,732 by 2026, the letter said. The site is secure. represent to a worker, under certain circumstances, that the worker is subject to a noncompete agreement. Averaging of hours over two or more weeks is not permitted. The National Labor Relations Board (NLRB) indicated in the spring regulatory agenda its intention to consider addressing the following topics using the rulemaking process in the future: The board announced it would be revising the union representation election procedureswith a focus on the amendments issued in 2020. Typically, these semi-annual agendas are issued in the spring and fall and outline federal agency goals for the months ahead. } var currentUrl = window.location.href.toLowerCase(); Normally, overtime pay earned in a particular workweek must be paid on the regular pay day for the pay period in which the wages were earned. It remains to be seen whether the DOL will follow its own timeline, however. In July 2022, the National Labor Relations Board (NLRB) is planning to release an NPRM to potentially amend the standard determining when two employers may be considered joint employers under the National Labor Relations Act. Once a sleepy area of employment law, the FLSAs regulations took the spotlight when the Obama administration announced its intent to update the rules floor for overtime eligibility. U.S. Department of Labor (DOL)/Wage and Hour Division (WHD), DOL/Office of Labor-Management Standards (OLMS), DOL/Employee Benefits Security Administration (EBSA), Occupational Safety and Health Administration (OSHA). When autocomplete results are available use up and down arrows to review and enter to select. The key labor and employment regulatory actions included in the fall agenda are listed below. In fact, Walsh indicated in the June hearing that the DOL thinks the rule should be reviewedand possibly updatedregularly. . #block-googletagmanagerfooter .field { padding-bottom:0 !important; } [CDATA[/* >