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New FLSA Overtime Exemption Regulations Still Under Consideration By Department of Labor
Mar 23, 2015

New FLSA Overtime Exemption Regulations Still Under Consideration By Department of Labor

Topics: New Laws & Legislation, Wage & Hour Issues

Earlier this week, Secretary of Labor Perez announced that her agency is still working hard on revising the regulations governing the existing white collar overtime exemptions.  These regulations were originally expected to be published in early 2015.  However, that did not happen.  Secretary Perez now expects that the regulations will be finalized and published this spring. 

Because the California white collar overtime exemptions, which govern most private sector employers in California, are much more narrowly drawn than those under the FLSA, we do not expect these regulation changes to have a major effect on private sector employers in the state.  However, public employers in California are generally governed only by federal wage and hour law when it comes to overtime, so these new regulations will likely require public employers in California to take a serious look at their exempt/non-exempt classifications.

We will continue to keep you updated on the development of these regulations and certainly post a new blog entry when they are actually published.

About CDF

For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor

Robin Largent has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
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