Often, attorneys advise clients on FLSA issues, such as exemption issues. Then, a lawsuit ensues and the employer may want to use the defense that it relied in good faith on its attorney’s advice. The potential problem that creates is that the plaintiffs may then seek production of the otherwise confidential communications on this issue
USDOL Revises FLSA Section 7(i) Retail Commission Exemption: Long Overdue And Very Welcome!
I have handled a number of cases involving Section 7(i) of the Fair Labor Standards Act (“FLSA”) which provides an exemption from overtime for commissioned employees working for a so-called retail/service establishment. One of the major hurdles for an employer in claiming the exemption is the necessity to prove that the employer is in a
In Major Move, USDOL Makes It Easier for Employers to Claim the Commission Exemption of 29 USC 207(i)—Outstanding!
I have handled many cases involving the so-called commission exemption under the Fair Labor Standards Act, Section 207(i), and I can safely say that often a big stumbling block for the defendant (i.e. employer) is to show that it is in a “retail” industry. Absent that showing, the exemption will not apply, even if the
Flimsy Affidavit From Named Plaintiff Insufficient to Secure Conditional Certification in FLSA Collective Action: A Case for Sanity!
It seems that plaintiffs (and their lawyers) think that all they have to do to get conditional certification is throw up a flimsy Affidavit from the named plaintiff and the Court will hand them conditional certification, like it is giving out candy. Fortunately, in the District of New Jersey that is not the case, as
FLSA Collective Action Defeated in One Fell Swoop by Exemption Defense: Way to Go!
I love it when the employer wins an exemption case because the deck is so often stacked against the employer on these kinds of cases. This is especially so when the action is a collective one under the FLSA. In this instance, a RN who was employed as a health insurance claims consultant was found
Judge Signals Change on Certification Decision and Then Case Quickly Settles
It is fairly easy for a plaintiff to get conditional certification in a FLSA class action case, but that is not the end of the story. The next step, much harder, is fending off the defendant’s anticipated motion to stop the class from receiving final certification. It is even more difficult to withstand that defendant’s
Changing Employees From Exempt to Non-Exempt “With the Season” Is Legal!
Many industries and businesses are seasonal and I have been often approached with a client question to the effect of whether the client can change the exempt status of workers, depending on the season. This occurs, for example, in the case of an employee who is the Head Coach of an athletic team for a
New USDOL Wage Hour Administrator Issues Opinion Letter Finding Paralegals Can Be Exempt: A New Day Dawning!
New USDOL Wage Hour Administrator Issues Opinion Letter Finding Paralegals Can Be Exempt: A New Day Dawning!
Under the Trump Administration, there has been a return to the issuance of Opinion Letters which I have highly applauded. I also applaud the rather pro-employer stance that many of these Letters have reflected. Another example of both
Democrats Now Want White Collar Exemption Salary Level to Be Much Higher
I blogged last week about the back and forth on the new USDOL proposed salary threshold for exempt status, at approximately $35,000 per year. Well, the Democrats have now spoken on the issue and they propose raising the threshold to approximately $51,000 per year. Another great divide.
The proposed law is entitled the Restoring Overtime
Differing Views on New Salary Level for Exempt Status Set By USDOL: No Surprises Here
Now that the USDOL has established $35,000 per year as the new threshold for exempt status, several groups have already taken shots at that new salary level. The deadline for comments has ended and we will see what happens. However, worker advocate groups have assailed the rule and urged the agency to revert back to