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Some insights on Securing Unpaid Wages and Overtime: - Understand your rights under employment laws. - Document all hours worked meticulously. - Seek legal advice if employers fail to comply. Do Securing Unpaid Wages and Overtime long enough, and you’ll learn these to be true. Contact us for legal representation. 📞💼 #LegalAdvice #EmployeeRights #asmlawyers #wageandhour #employeerights #californiaemployeerights #work #CaliforniaEmployeeRights #discrimination #misclassification #uniformlaw #employmentlaw #employmentattorney #Classactionattorney #experiencedattorney #attorneyadvertising

On April 23, 2024, the U.S. Department of Labor (DOL) announced a nal rule to amend current requirements employees in white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA). The FLSA white-collar exemptions apply to individuals in executive, administrative, professional, and some outside sales and computer-related occupations. Some highly compensated employees may also qualify for the FLSA white-collar overtime exemption. The final rule takes effect on July 1, 2024.

On April 23, 2024, the U.S. Department of Labor (DOL) announced a final rule to amend current requirements employees in white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA). The final rule will take effect on July 1, 2024. Curious about the impact this has on employers? Check out this article: https://buff.ly/44mGnrR

Check out our latest Employment Matters #podcast, where we break down the #DOL's highly anticipated final rule on the #FLSA's salary-level threshold for the white-collar exemptions, what employers can expect, and how to comply, featuring Elizabeth Liner (Baker Donelson): https://lnkd.in/gRi42DK7 #employmentlaw #laborlaw #humanresources #fairlaborstandardsact #wageandhour #hr #compliance

The U.S. Department of Labor has recently issued a final rule that modifies overtime regulations under the Fair Labor Standards Act (FLSA). This new rule will come into effect on July 1, 2024, and will increase the salary threshold, making approximately 4 million workers eligible for overtime pay. We advise employers to review their payroll systems and employee classifications to ensure compliance with the new regulations before the deadline. To learn more visit: https://lnkd.in/gzHGvjMY For questions surrounding your employees or employment law, contact a Buckley Fine attorney today at 847-381-0011 or email us at [email protected]. #BuckleyFineLaw #IllinoisLawFirm #Barrington #LawFirm #OvertimeRule #FLSA #LaborLaw

Being paid a salary does not automatically exempt an employee from overtime rights. Many employers mistakenly believe that paying someone a salary automatically makes the employee exempt from receiving overtime pay. The reality is that many salaried employees are entitled to overtime under federal and state laws, regardless of their job title or pay structure because they don’t meet the exemption test (making at least twice the minimum wage, and duties that are exempt). Don't let misconceptions keep you from receiving the compensation you deserve. Know your rights and seek guidance if you have questions. #overtime #overtimerights #hourly #salary #employees #myth #fact #employmentlaw #employment #law #employmentlawyer #CAemploymentlaw #lawyer #attorney #legal #california #employer #business #humanresources #hrnews #work #humanresources #hrmanagement #smallbusinessowner #smallbusiness #entrepreneur #businessowner #management

In California, makeup time and comp time serve different purposes under employment law. Makeup time allows employees to make up missed hours within the same workweek without earning overtime. In contrast, comp time, or compensatory time off, is not permitted under the FLSA for private employers as a substitute for overtime pay. Learn more in our article here: https://ow.ly/OEgO50RUMA3

Hodgson Russ partner Charles H. Kaplan was quoted in an article in HRLaw.com concerning the U.S. Department of Labor’s new Final Overtime Rule under the federal Fair Labor Standards Act. The article discusses how the new Final Rule dramatically increases, in stages, the minimum salary for so-called “white collar” employees to be exempt from the FLSA’s overtime pay requirements, and the potential litigation surrounding it. Read the full article: https://bit.ly/3UqjRtD #USDepartmentofLabor #OvertimeRule #FairLaborStandardsAct #LaborandEmployment

Texas Issues Injunction Against DOL’s New Overtime Rule A Texas federal court issued an injunction applicable only to employees of the state of Texas that stays implementation of a new DOL rule changing salary thresholds for employees to qualify for the executive, administrative, and professional exemption from overtime requirements. Read full update here: https://lnkd.in/gdEqZ9UP #EmploymentLaw #DOL #OvertimeRule #ThompsonHine 

The Department of Labor announced a new overtime regulation that will go into effect for all employers on July 1, 2024 that significantly increases the current salary level that delineates which salaried workers are entitled to overtime pay protections under the Fair Labor Standards Act. To learn more, visit here: https://lnkd.in/gJYabTQ4 #LangleyBanack #TexasAttorneys #LaborLaw #EmploymentLaw