July 7, 2015

That is SO last week - July 2015

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While many Americans were celebrating the country’s 239th birthday and preparing for an amazing World Cup victory, the U.S. Department of Labor issued its long awaited proposal for new Fair Labor Standards Act regulations. Although the substance of the regulations has not changed significantly (yet), the salary basis for the “white collar” exemptions for administrative, executive, and professional employees more than doubled – from $23,660 to $50,400. President Obama announced the change on the Huffington Post, stating “A hard day’s work deserves a fair day’s pay.” The proposed regulations will require employers of up to five million workers to re-evaluate whether overtime must be paid.

Discrimination

The EEOC celebrated its 50th birthday by considering the past and looking toward the future.
Corporate Counsel examined the impact of the Supreme Court’s same-sex marriage decision on human resources policies and employee benefits.
The EEOC sued Wal-Mart for failing to provide reasonable accommodations to an employee with bone cancer as well as the retailer’s failure to stop harassment of the employee.

Technology

Some Australian employers are using wearables to monitor employee brain waves for safety purposes.
MIT Technology Review pondered a jobless future as robots and artificial intelligence take over.
The largest federal employee union sued the U.S. Office of Personnel Management over the recent massive data breach.
Corporate Counsel provided some advice on what to do when an ex-employee causes digital mischief.
HRMS World demonstrated how new technologies can identify employee skill gaps.
For employers using multiple HR systems, the Supreme Court’s decision not to weigh in on the Oracle v. Google copyright battle may mean they will pay more to integrate those systems.
Ford demonstrated how it is using an app on employee smartphones to drive compliance.

Wage and Hour

The Second Circuit Court of Appeals dismissed the U.S. Department of Labor’s test for determining whether an “intern” is an employee entitled to wages in the Black Swan intern case.
One high-profile employer is reclassifying its independent contractors as employees in light of the recent Uber decision.
The National Law Review covered two cases on the Supreme Court’s docket that could have significant implications for wage and hour class and collective actions.

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That is SO last week - July 2015

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