I know, I know. I’ve already blogged about this subject—about how employers shouldn’t be asking about family medical history. But the Equal Employment Opportunity Commission (EEOC) has once again charged an employer with violating the Genetic Information Nondiscrimination Act (GINA). And the employer also asked questions about the disabilities of applicants in violation of the Americans With Disabilities Act (ADA).

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.

As I have previously pointed out, the U.S. Department of Labor (DOL) and the U.S. Treasury Department have been pursuing cases of misclassification of workers—that is, the practice of classifying a worker as an independent contractor instead of an employee. Employers typically resort to this approach as a means of reducing the employer’s share of withholding taxes—and several other “benefits.” See this previous discussion.

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.

An Alabama staffing firm (sometimes called a temp agency) has recently come under fire for employment discrimination. News reports allege that the firm honored requests for whites-only temporary workers. These reports indicate that, sometimes, the client would use code words like “country boys” to request white employees. In its defense, the firm has responded that it does not honor such requests.