On May 18, 2016, the U.S. Labor Department (DOL) issued its new overtime rules. These new rules primarily address the trigger amount for exempting executive, administrative, professional, and computer employees from the Fair Labor Standards Act (FLSA). These exemptions are frequently referred to as EAP exemptions or white-collar exemptions.
On February 25, 2016, Governor Robert Bentley signed House Bill 174 which nixed the local minimum-wage ordinance passed by the Birmingham city council on August 18, 2015. The bill then became Alabama Act 2016-18, which is entitled the Alabama Uniform Minimum Wage and Right-to-Work Act.
On July 6, 2015, the Federal Register published extremely significant proposed changes to the rules governing overtime under the Federal Fair Labor Standards Act (FLSA). This is the first step in the U.S. Department of Labor (DOL) changing the rules and is primarily directed toward decreasing the number of executive, administrative, and professional (EAP) employees who are exempt from the requirement that employers pay them time-and-a-half (1.5 times) their hourly rate for any time worked over 40 hours during a 7-day period. Put another way, this proposed change is likely to increase the number of people who get paid overtime by raising the threshold “salary basis” for those in traditionally white-collar positions.
A recent Presidential memorandum and a recent U.S. Supreme Court decision are likely to make a big difference in whether employers have to pay overtime to some managerial, administrative, or professional employees.
Shell Oil Company and Motiva Enterprises, LLC, are going to have to pay nearly $4.5 million dollars to more than 2,600 employees because the companies didn’t pay employees who attended meetings the companies required the employees to attend. (Motiva is partially owned by Shell.)