Adam J. Rocco

Nov 15, 2024 | jdsupra.com | Michael C. Griffaton |Adam J. Rocco

On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department of Labor’s (DOL) final rule raising the salary thresholds for being exempt from overtime under the Fair Labor Standards Act (new salary thresholds). The ruling applies nationwide and means that employers do not currently need to increase employee salaries in January 2025 to maintain their exempt status. It also vacates the July 1, 2024 increase.

Nov 8, 2024 | jdsupra.com | Adam J. Rocco

Effective January 1, 2025, Washington’s state minimum wage will increase to $16.66 per hour, a 2.35% increase over 2024. In addition to complying with the state’s minimum wage requirements, Washington employers also need to be aware of minimum wage requirements of local city and county ordinances that can exceed the state’s minimum wage. For example, the minimum wage in Seatle will increase to $20.76 per hour in January.

Aug 28, 2024 | mondaq.com | Adam J. Rocco |Michael C. Griffaton

On Tuesday, August 20, 2024, the U.S. District Court for the Northern District of Texas struck down the Federal Trade Commission's (FTC) non-compete ban, permanently and nationally. As we reported previously, in April 2024, the FTC announced a new rule that generally barred most non-compete agreements and required employers to provide notice to workers impacted by the rule. The rule was set to go into effect on September 4, 2024.

Jul 8, 2024 | mondaq.com | Adam J. Rocco |Michael C. Griffaton

As we reported previously, the Federal Trade Commission (FTC) announced a new rule that "[i]t is an unfair method of competition—and therefore a violation of Section 5 of the FTC Act—for employers to enter into non-compete clauses with workers." As a result, the final rule generally bars most non-compete agreements. The rule's effective date is September 4, 2024.

May 2, 2024 | mondaq.com | Adam J. Rocco |Morgan Davis

On April 23, 2024, the U.S. Department of Labor (DOL) released its final rule raising the salary thresholds for being exempt from overtime under the Fair Labor Standards Act (FLSA). Currently, bona fide executive, administrative, and professional employees are exempt if they are paid a salary of at least $684 per week ($35,568 annually). Highly compensated employees are exempt if they are paid at least $107,432 annually, including a salary of at least $684 week.