On Monday, the United States Supreme Court issued an opinion analyzing the scope of an exemption under the Fair Labor Standards Act (FLSA) for salesmen primarily engaged in selling or servicing automobiles. The Court’s opinion, however, will most likely have implications for other exemptions under the FLSA beyond just this one exemption.
The Department of Labor (DOL) recently updated its guidance regarding the proper classification of interns, bringing its test in line with the rulings of a growing number of courts.
With the invalidation of the Obama-era overtime rule, employers will have to continue to wait to see what changes, the DOL will make to the minimum salary threshold required for employees to be exempt from the FLSA.
The contrasting views of whether to focus on the employer-employer relationship or the employer-employee relationship can work to impede the growth and operations of multi-state businesses.