The prognostication efforts are going into high gear as employers seek to forecast and prepare where the Department of Labor may land on its final overtime rules. As with all rules in the post-comment phase, government officials have not given any indication on when the final rules will be published (and become effective) or what they will contain. Our insight is the final rule will be published ahead of schedule before the July regulatory agenda date, perhaps as soon as later this month. The Congressional Review Act deadlines (described here) strongly indicate that the DOL will seek to avoid the prospect of any effective congressional action on the final rules. As to the final rule’s content, we believe that the Office of Management and Budget and DOL are taking into account the political winds and other considerations before making a final decision. Once published, however, the DOL can set the effective dates as early as 60 days which would give employers a very difficult compliance burden.
Harris v. Superior Court, No. B195121 (Cal. App. July 23, 2012)
Is it “here we go again” for Harris? In the latest round of the donnybrook that is the administrative exemption in California, a California Court of Appeal in Harris v. Super. Ct., No. B195121 (Cal. App. July 23, 2012), held that the plaintiffs, insurance claims adjusters, were—as a matter of law—not exempt from California’s overtime laws under California’s administrative exemption. After a trial court certified a partial class of California claims adjusters, but denied plaintiffs’ motion for summary judgment, the parties appealed the decision all the way to the California Supreme Court. READ MORE