On June 14, the Department of Labor’s Office of Federal Contract Compliance Programs published a final rule updating its sex discrimination guidelines for federal contractors and subcontractors for the first time in 40 years.
On June 9, the House Committee on Education and the Workforce held a hearing to examine the consequences of the Department of Labor’s Overtime Rule on workers, students, nonprofits and small businesses. The hearing provided an opportunity and a platform for universities and nonprofits to voice concerns about the negative consequences of DOL’s rule. In the words of Committee Chairman John Kline (R-MN), “The department ignored the voices of those who must implement this rule in their workplaces, on their campuses, and as they serve the needs of people in their communities.”
Are you an HR legal expert? Here’s a real court case to help test your HR legal knowledge. Review the facts of the case, tell us which side you think prevailed, and find out if you’re right!
The Case: First Amendment – Epstein v. Suffolk Community College (E.D.N.Y. 2:14-CV-00937)
The most common questions we’ve fielded here at CUPA-HR headquarters in response to the new FLSA overtime rule are those related to the exempt/non-exempt status of positions like post docs, resident directors, interns, coaches and partial-year employees. With often odd hours, the nature of the work performed and the difficulty in tracking hours, these positions are giving higher ed a headache. In a recent webinar, Alex Passantino, former acting administrator of the Department of Labor’s Wage and Hour Division and partner at Seyfarth Shaw, shed some light on some of these higher ed-specific positions.