Wage and Hour Defense Blog

Washington, D.C. is poised to extend the reach of its minimum wage requirements. On January 10, 2024, Washington D.C. Mayor Bowser signed the Minimum Wage Clarification Amendment Act of 2023 (B25-0134) (the “Amendment”), which modifies the circumstances under which an employee must be paid the District of Columbia’s minimum wage.

Traditionally, D.C.’s wage and hour law has required employers to pay employees at least the D.C. minimum wage when they (i) perform more than 50% of their work in the District, or (ii) the employee is based in D.C., and “regularly spends a ...

More than a decade ago, Epstein Becker Green (EBG) created its complimentary wage-hour app, putting federal, state, and local wage-hour laws at employers’ fingertips.

The app provides important information about overtime, overtime exemptions, minimum wages, meal periods, rest periods, on-call time, and travel time, as well as tips that employers can use to remain compliant with the law and, hopefully, avoid class action, representative action, and collective action lawsuits and government investigations. 

As the laws have changed over the years, so too has EBG’s free ...

On January 31, 2024, a Massachusetts trial court dismissed a claim against the Boston Globe alleging that the newspaper violated the commonwealth’s Wage Act by failing to pay an executive’s 2020 profit-share which the executive labeled a “commission.”  The court concluded that the percentage of the Globe’s profits that the executive may be owed under his compensation plan is not a percentage of revenue he personally generated and as a result is not a “commission” under the Wage Act.

Vinay Mehra, the Globe’s President from 2017 until his June 2020 termination, filed ...

Despite Punxsutawney Phil declaring an early spring, employers should continue to prepare for weather-related emergencies and their wage and hour implications.  As with most of wage and hour-related determinations, employers should be mindful of the distinctions between their exempt and non-exempt workforce when assessing their obligations under the Fair Labor Standards Act (FLSA), and state and local laws, to pay employees as a result of weather-related emergencies.

Salaried Exempt Employees

Under the FLSA, employers may not deduct from the salary of an employee classified ...