Vigilant Blog

Today the U.S. Department of Labor (DOL) announced its final regulations raising the minimum salary level for salaried workers to be exempt from overtime. The rules take effect on December 1, 2016. Here’s what you need to know: The minimum salary level for exempt executive, administrative, and professional employees will be $913 per week, or…

An employer in Texas will pay $460,853 to compensate 239 employees who weren’t getting paid for the time they spent staying after their shifts to update incoming workers. The oil refinery employees were scheduled to work 12-hour shifts, but at the 12-hour mark, they had to update incoming employees on what had happened during their…

A call center employer in Idaho has been ordered to pay misclassified employees not only for their actual unpaid overtime, but also an equal amount as liquidated damages, doubling the company’s liability. The employer had classified its “trainers” as exempt from overtime pay based on the supervisory and management tasks that they thought the employees…

A proposed expansion of the EEO-1 Report would require all private employers with at least 100 employees to provide data on compensation and hours worked. For many years, employers with at least 100 workers (or 50 workers and $50,000 in federal contracts) have been required to submit EEO-1 Reports by September 30 each year. These…

A California appeals court struck down an Industrial Welfare Commission (IWC) order that allowed employees in the health care industry to waive a second meal period for shifts longer than 12 hours. California Labor Code 512(a) says employers generally must provide a second meal period for work periods of more than 10 hours, but employees…