#WorkforceWednesday: EEO-1 Submission Official Deadline, DOL and EEOC Partner, and Important Reminder from the SEC - Employment Law This Week®
DE Under 3: Updated EEOC COVID-19 Technical Assistance Guidance, Case Decision & Wage & Hour Division Proposed Rule
#WorkforceWednesday: CA COVID-19 Policies Get Updates, NYC Pay Transparency Law Postponed, DOL Targets Worker Retaliation - Employment Law This Week®
#WorkforceWednesday: CA Whistleblower Retaliation Cases, NYC Pay Transparency Law, Biden’s Labor Agenda - Employment Law This Week®
#WorkforceWednesday: Vaccine Mandates, Mandate Bans, Wage and Hour Nomination Stalls - Employment Law This Week®
Employment Law This Week®: DOL Enforcement Records, CSAL Supplement, AI Technology, NJ’s Gig-Worker Bill - Monthly Rundown
A U.S. Department of Labor Wage and Hour Division (WHD) investigation often begins with a letter requesting payroll records, employee information, and other employment data. WHD investigations may arise from employee...more
The U.S. Department of Labor’s Wage and Hour Division (WHD) offers the Payroll Audit Independent Determination (PAID) program as a voluntary pathway for employers to self-identify and resolve certain wage-and-hour and leave...more
As the Department of Labor’s (DOL) composition ebbs and flows from administration to administration, so does the guidance employers receive on one of the most challenging questions in workforce management: Should workers be...more
The Department of Labor’s (DOL) Wage and Hour Division (WHD) has issued a Proposed Rule defining “independent contractors” under the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and Migrant and...more
For the third time in five years, the Wage & Hour Division of the U.S. Department of Labor has published proposed regulations to define who is an independent contractor and who is an employee under the Fair Labor Standards...more
The US Department of Labor just released a highly anticipated proposal yesterday that should soon modernize its approach to determining whether a worker is an independent contractor or employee under federal wage laws. The...more
Earlier this year, the United States Department of Labor’s Wage and Hour Division (DOL) issued six opinion letters designed to, according to the DOL, “promote clarity, consistency, and transparency in the application of” the...more
Last year, President Donald Trump withdrew a Biden-era executive order setting the minimum wage for workers employed by federal contractors at $17.75....more
In accordance with its promise to provide additional guidance regarding wage and hour issues, which we previously reported, on January 5, 2026, the U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) issued a...more
On January 5, 2026, the Wage and Hour Division of the U.S. Department of Labor (DOL) issued six opinion letters designed to promote clarity, consistency, and transparency in the application of federal labor standards. These...more
On Monday, January 5, 2026, the Wage and Hour Division of the Department of Labor (DOL) issued six opinion letters addressing questions regarding calculating overtime compensation under the Fair Labor Standards Act (FLSA) and...more
On January 5, 2026, the United States Department of Labor, Wage and Hour Division (DOL) issued six new opinion letters interpreting the Fair Labor Standards Act (FLSA) and the Family Medical Leave Act (FMLA)....more
With a little more than a year of the Second Trump Administration in the books, we are getting a better idea of the President’s priorities, including at the U.S. DOL’s Wage and Hour Division (“WHD”). Rulemaking plans...more
The U.S. Department of Labor’s Wage and Hour Division (DOL) recently issued Opinion Letter FLSA2026-2 confirming that incentive bonuses earned under a predetermined plan must be included in an employee’s “regular rate” when...more
On January 5, 2026, the U.S. Department of Labor’s Wage and Hour Division (DOL) issued Opinion Letter FMLA2026-1, providing important guidance on how short-term school closures, such as snow days, affect a school employee’s...more
The U.S. Department of Labor’s Wage and Hour Division (DOL) recently published six opinion letters, which provide information about the Fair Labor Standards Act (FLSA) and Family Medical Leave Act (FMLA). In this series, each...more
The U.S. Department of Labor (DOL) recently released a new set of opinion letters addressing recurring questions under the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA). While opinion letters...more
Our “Year in Review” summarizes the most important wage and hour developments of 2025, including significant Department of Labor activity, U.S. Supreme Court and federal appellate court decisions, and state law changes,...more
Do employers have to classify qualified employees as exempt from overtime pay if they don’t want to? Can FMLA leave be used to travel to and from medical appointments? The Department of Labor (DOL) recently released six new...more
On January 5, 2026, the U.S. Department of Labor’s Wage and Hour Division published an Opinion Letter (FMLA2026-2) addressing whether leave under the federal Family and Medical Leave Act (FMLA) may be used intermittently or...more
With over a year of President Trump’s second term under our belts, the current administration’s priorities have begun to take shape. While we expect enforcement activity to decrease during President Trump’s second term, wage...more
The Department of Labor (DOL) Wage and Hour Division issued an opinion letter on Jan. 5, 2026, analyzing how a school closure of less than one full week affects the Family and Medical Leave Act (FMLA) entitlement of an...more
The U.S. Department of Labor's Wage and Hour Division (DOL) issued six opinion letters on January 5, 2026, related to the Fair Labor Standard Act (FLSA) and the Family and Medical Leave Act (FMLA). These opinion letters...more
Our Wage and Hour thought leaders have pulled together their top predictions for the new year so that employers can get a head start to 2026....more
With the federal government shutdown ending, employers need to shift gears fast. Key federal agencies will soon resume normal operations, and we’ll see regulatory action and oversight surge back into motion. This is the...more