The U.S. Department of Labor (DOL) Overtime Rule was finalized in April and will be implemented in two phases for all affected workers. Phase 1 will become effective on Monday, July 1, 2024; Phase 2 will become effective on Jan. 1, 2025. Legal challenges may delay or narrow the scope of its implementation, or block …
Continue reading FAQs on Overtime Rule Changes Effective July 1, 2024
On June 12 PIA, along with a diverse group of business stakeholders sent a letter to the Department of Labor (DOL) urging it to delay implementation of its final overtime rule to allow for judicial review. The Administrative Procedure Act authorizes agencies to postpone the effective date of a rule to allow for judicial review. …
Continue reading PIA Urges Delay of Overtime Rule for Judicial Review
On May 9 PIA, along with a diverse group of business stakeholders sent a letter to the Department of Labor (DOL) urging it to delay the first increase to the minimum salary threshold under the Department’s new overtime final rule until at least September 1st, 2024. Delaying implementation of the rule will give employers the …
On April 23, the U.S. Department of Labor (DOL) issued its final rule changing the rules governing worker eligibility for overtime in accordance with the Fair Labor Standards Act (FLSA). The FLSA requires most employers to pay their “non-exempt” hourly workers time and a half (150 percent of their hourly wage) for every hour of work over …
PIA recently joined letters to oppose two harmful federal rules proposed by the Department of Labor (DOL). The first rule, titled “Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees,” would change overtime regulations under the Fair Labor Standards Act (FLSA), and harm employers and employees alike. The second rule …
This past September, the Wage and Hour Division of the Department of Labor (DOL) issued a notice of proposed rulemaking (NPRM) to revise the overtime regulations set forth in the Fair Labor Standards Act (FLSA). The current regulation sets forth eligibility exemptions for “executive, administrative, and professional” workers, as well as those engaged in outside …
Continue reading PIA Pushes Back on DOL Overtime Rule Proposal
Last week, PIA joined a coalition of allies in sending a letter to the Wage and Hour Division of the Department of Labor (DOL), requesting that the DOL abandon or postpone the issuance of a planned proposed rulemaking that is expected to alter the overtime regulations pursuant to the Fair Labor Standards Act (FLSA). The DOL’s fall …
Continue reading PIA Asks DOL to Abandon or Postpone Expected Changes to Overtime Rule
Last week, PIA joined a coalition of allies in sending a letter to the Wage and Hour Division of the Department of Labor (DOL), asking the DOL to hold meetings with stakeholders in the regulated communities before issuing a Notice of Proposed Rulemaking (NPRM) proposing updates to the Fair Labor Standards Act (FLSA)’s exemptions of …
The “No Surprises” Act was passed as part of the Consolidated Appropriations Act (CAA) of 2021 last year, and it was meant to reduce the effect and frequency of surprise medical bills on people with health insurance. No Surprises targets a variety of billing issues, including the direct and indirect compensation of agents/brokers involved in the …
Continue reading No Surprises Act: Disclosure Requirement Update
PIA strongly opposes a proposal that would expand federal oversight to potentially include state workers’ compensation programs. Recently, the House Education and Labor Committee, chaired by Rep. Bobby Scott (D-VA) passed the labor portions of the administration’s pending budget reconciliation package. It includes an allocation of $121 million to dramatically expand federal authority over the …
Continue reading Congress Seeks to Expand Federal Oversight to State Workers’ Comp Programs
