The Fair Labor Standards Act requires employers to pay most “employees,” as the statute defines that term, a minimum wage and overtime. Not so for workers classified as independent contractors. But the FLSA and its regulations do not define the term “independent contractors.” As a result, it has been largely […]
Labor & Employment Law Update
Defined Contribution Retirement Plans: Are You Ready for Lifetime Income Disclosures? DOL Issues Interim Guidance
on Thursday, 17 September 2020 in
Labor & Employment Law Update: Sarah M. Huyck, Editor
In August, the Department of Labor issued an interim final rule (the “Rule”) implementing the requirement that defined contribution retirement plans provide participants with lifetime income disclosures each year. The rule comes in response to the Setting Every Community Up for Retirement Enhancement Act of 2019 (the “SECURE Act”), passed […]
Recent US Supreme Court Ruling Allows Employers to Opt Out of Birth Control Coverage
on Tuesday, 28 July 2020 in
Labor & Employment Law Update: Sarah M. Huyck, Editor
On July 8, 2020, in a 7-2 ruling, the US Supreme Court held in Little Sisters of the Poor v. Pennsylvania that employers with a “religious or moral objection” to contraceptives may opt out of providing contraceptive coverage to their employees, without penalty, under the Affordable Care Act (ACA). The […]
Department of Labor Publishes RFI and Releases Simplified FMLA Forms
on Tuesday, 28 July 2020 in
Labor & Employment Law Update: Sarah M. Huyck, Editor
On July 16, 2020, the U.S. Department of Labor (“DOL”) announced that it will publish a Request for Information (“RFI”) in the Federal Register seeking public feedback on the administration and use of the Family and Medical Leave Act (“FMLA”). At the same time, the DOL released simplified FMLA forms […]
Recent US Supreme Court Decision Impacts Employee Benefits
on Friday, 10 July 2020 in
Labor & Employment Law Update: Sarah M. Huyck, Editor
On June 15, 2020, the US Supreme Court held in Bostock v. Clayton County that, under Title VII of the Civil Rights Act of 1964, employers cannot discriminate on the basis of sexual orientation or gender identity. Title VII protects employees, at companies with 15 or more employees, from discrimination […]
