The United States Supreme Court issued its decision in Stanley v. City of Sanford, holding that retirees are not protected under the Americans with Disabilities Act (“ADA”) for claims related to post-employment benefits.
On April 23, 2024, the U.S. Department of Labor (“DOL”) issued its Overtime Pay Final Rule (“Final Rule”) which, on July 1, 2024, increased the minimum annual salary threshold to $43,888 under the Fair Labor Standards Act (“FLSA”) required for exempting eligible “white collar” employees from minimum wage and overtime payments.
On November 8, 2024, the National Labor Relations Board (“NLRB” or “Board”) decided in Siren Retail Corp d/b/a Starbucks to overturn its 1985 Tri-Cast, Inc. precedent which markedly impacts the methods employers sometimes utilize when trying to remain union free.
On April 23, 2024, the Federal Trade Commission (“FTC”) approved by a 3 to 2 vote a new Rule banning non-competes in the United States. If the federal courts do not stop the FTC’s implementation and enforcement of the Rule, the rule will go into effect on September 4, 2024.
On April 23, 2024, the U.S. Department of Labor (“DOL”) issued its Final Rule substantially increasing the minimum salary threshold required for exempting eligible “white collar” employees from minimum wage and overtime payments.
On November 1, 2023, the Massachusetts Department of Family and Medical Leave (DFML) announced that employees who apply for paid family and medical leave (PFML) benefits directly through the state program will be able to supplement (or “top off”) their PFML benefits with their accrued paid leave, such as vacation pay, sick pay, or other paid leave (PTO) provided by their employer.