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1 month ago | 
mondaq.com | David J. Goldstein |James A. Paretti |Jason Branciforte |Carroll T. Wright
On March 14, 2025, President Trump issued an executive order ending the obligation to payindividuals working on or in connection with certain federalcontracts or subcontracts a minimum wage currently set at $17.75per hour. In particular, Trump has rescinded 18 Biden executiveorders, including Biden's Executive Order 14026 that hadincreased the federal contractor minimum wage.
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2 months ago | 
jdsupra.com | James A. Paretti
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2 months ago | 
jdsupra.com | James A. Paretti
On January 27, 2025, President Trump terminated Jennifer Abruzzo, the general counsel of the National Labor Relations Board, and Board Member Gwynne Wilcox. Abruzzo’s termination was widely expected (with some wondering why she was not fired on the first day of the new administration); Wilcox’s termination is somewhat more surprising, and, if held to be lawful, would deprive the Board of a quorum to do business until successor members are confirmed.
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2 months ago | 
jdsupra.com | James A. Paretti
Littler’s Workplace Policy Institute Rolls Out Executive Order TrackingThe second Trump administration hit the ground running in its first few days, issuing dozens of executive orders on myriad topics ranging from Alaskan oil drilling to withdrawing from the World Health Organization, and repealing numerous others. Littler’s Workplace Policy Institute (WPI) is tracking all executive orders issued by the White House here.
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Apr 30, 2024 | 
jdsupra.com | Barry A. Hartstein |James A. Paretti
EEOC updated its enforcement guidance on harassment in the workplace. The new guidance replaces five prior guidance documents on workplace harassment, and covers harassment based on race, color, religion, sex (including pregnancy, childbirth or related medical conditions; sexual orientation; and gender identity), national origin, disability, age (40 or older) and genetic information. EEOC claims updates were needed to account for Supreme Court’s Bostock decision and other emerging issues.
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Apr 24, 2024 | 
jdsupra.com | Alexander MacDonald |James A. Paretti |Robert Pritchard
The U.S. Department of Labor released a final rule on April 23, 2024, raising the salary threshold to qualify for certain overtime exemptions under federal law. Most importantly, it significantly raises the minimum salary threshold for certain “white collar” workers—executives, professionals, and administrative personnel. If the rule takes effect, employers will need to raise those employees’ salaries or reclassify them as eligible for overtime.
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Apr 23, 2024 | 
lexology.com | Alexander MacDonald |James A. Paretti |Robert Pritchard
The U.S. Department of Labor released a final rule on April 23, 2024, raising the salary threshold to qualify for certain overtime exemptions under federal law. Most importantly, it significantly raises the minimum salary threshold for certain “white collar” workers—executives, professionals, and administrative personnel. If the rule takes effect, employers will need to raise those employees’ salaries or reclassify them as eligible for overtime.
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Sep 1, 2023 | 
mondaq.com | Robert Pritchard |James A. Paretti |Bradford Kelley
On August 30, 2023, the Wage and Hour Division of the U.S.
Department of Labor (DOL) released a Notice of Proposed Rulemaking (NPRM) to revise
the "white collar" overtime exemption regulations
applicable to executive, administrative, and professional
employees. The DOL proposes to substantially increase the minimum
salary level needed to qualify as exempt.
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Aug 31, 2023 | 
jdsupra.com | Bradford Kelley |James A. Paretti |Robert Pritchard
On August 30, 2023, the Wage and Hour Division of the U.S. Department of Labor (DOL) released a Notice of Proposed Rulemaking (NPRM) to revise the “white collar” overtime exemption regulations applicable to executive, administrative, and professional employees. The DOL proposes to substantially increase the minimum salary level needed to qualify as exempt.
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May 18, 2023 | 
lexology.com | James A. Paretti
EEOC’s nonbinding guidance focuses on an employer’s use of AI in selection procedure decisions such as hiring, promotion, and firing. Guidance addresses potential disparate or adverse impact resulting from the use of such tools and does not address issues of intentional discrimination via the use of AI-driven tools in making employment selection procedures.
