President Trump’s proposed budget for fiscal year 2026 would eliminate the Office of Federal Contract Compliance Programs and make substantial cuts to most agencies that regulate the workforce.

The Department of Labor has announced that it will not enforce the Biden Administration’s interpretation of when workers are considered independent contractors versus employees. However, employers seeking to minimize the risk from private litigation

President Trump has sent Congress an outline of his budget request for FY 2026. The proposal seeks a cut of nearly 35% from the Labor Department, mostly from workforce training programs. However, we’ll need to wait for the full budget request to lear

President Trump has nominated the EEOC’s Acting General Counsel, Andrew Rogers, to serve as the next Administrator of DOL’s Wage and Hour Division.

Nearly six months into the government’s 2025 fiscal year, Congress has effectively given up on passing annual appropriations bills and has instead passed legislation continuing funding at last year’s levels. Enactment of the bill clears the way for n

In the final days of the Biden Administration, DOL issued two opinion letters that provide non-binding guidance on (1) how federal FMLA leave interacts with state paid family leave programs and (2) a manager’s ability to share tips with other service

President Trump has moved quickly to install new leadership at agencies responsible for workplace compliance.

The Biden Administration has published its final regulatory agenda. While largely an academic exercise given the results of November’s election, it demonstrates the administration made little progress on workplace regulatory priorities in the last fe

The Labor Department has issued an opinion letter on whether employee expense reimbursements must be included in a regular rate of pay calculation.

The Department of Labor has proposed phasing out a program that allows payment of “subminimum wages” to individuals with disabilities. Comments are due by January 17, 2025, the last business day during the Biden Administration.

A new opinion letter expresses the Labor Department’s view that FMLA leave is available to eligible employees that participate in clinical trials, regardless of whether they receive an experimental treatment or a placebo.

A federal appeals court ruled that President Biden exceeded his authority when he raised the federal contractor minimum wage to $15 per hour. This decision marks growing disagreement between courts regarding the President’s powers under the Procureme

A federal district court has vacated the Biden Administration’s rule increasing the minimum salary level to classify a worker as an exempt executive, administrative, or professional employee.

Limited enforcement data reported by the Labor Department under the Fair Labor Standards Act show that DOL recovery of back wages for violations has dropped to its lowest level in a decade.

Limited enforcement data reported by the Labor Department under the Family and Medical Leave Act show that DOL findings of violations have increased for the second year in a row.

The minimum wage rate on certain government contracts subject to coverage under separate Executive Orders issued by Presidents Obama and Biden will increase on January 1, 2025.

In a ruling that has implications for pending legal challenges to Biden Administration revisions to the FLSA’s white collar overtime exemption regulations, the appeals court has ruled the Department of Labor has authority to impose a salary level tes

The federal appeals court has thrown out the Biden Administration’s 2021 rule governing how tipped employees should be paid, finding that the rule is contrary to the statutory language of the Fair Labor Standards Act.

The new minimum weekly salary of $844 for a white-collar employee to qualify for exemption from federal overtime coverage has taken effect except for employees of the state of Texas, based on a federal court’s preliminary injunction.

A recent lawsuit filed by the Labor Department against an auto manufacturer and its supplier and the supplier’s staffing company suggests a return to the controversial “fissured workplace” theory, putting employers on notice that the agency is closel

Our updated Talking Points are designed to educate your managers and supervisors on the Department of Labor’s 2024 revisions to its “white collar” overtime regulations, and to help them answer questions they may receive about the new requirements.

MEMBER FEEDBACK REQUESTED. CWC recently held a Members Only web workshop on the Labor Department’s new white collar overtime regulations, which are currently scheduled to go into effect beginning on July 1, 2024. Our memo summarizes a number of compl

CWC WEB WORKSHOP on May 7, 2024. The Biden Administration’s Labor Department has issued revised regulations under the Fair Labor Standards Act that will make thousands of additional salaried white collar workers eligible for overtime pay.

Limited enforcement data reported recently by the Labor Department under the Family and Medical Leave and Fair Labor Standards Acts covering fiscal year 2023 do not show much of a change from FY 2022.

The Labor Department has reinstated a controversial interpretation of the test for determining whether a worker is an employee or an independent contractor under the Fair Labor Standards Act that raises the stakes for an employer that makes the wrong