Johnson Jackson PLLC

📣We are thrilled to have two superstars join our legal team at Johnson Jackson! Welcome Maddi Mcleland and Olivia (Liv) DeScala!! Maddi and Liv have impressive accomplishments and proven dedication to their work and to the law, they bring a fresh perspective to our firm. Both are shining examples of the commitment to excellence that we uphold, and we look forward to their contributions to serving our clients as they continue to excel in their legal careers. #employmentlaw #JohnsonJackson https://lnkd.in/eux7K24e

The U.S. Department of Labor has just proposed a new salary threshold for "white-collar" overtime exemptions. Here's my quick summary after browsing the new rule: Four years after its last update, the DOL is once again proposing to raise the salary levels that govern the so-called white-collar overtime exemptions. These include the executive, administrative, professional, outside sales, and computer professional exemptions. The last update in 2020 set those thresholds at $684 per week ($35,568 annually) and $107,432 for highly-compensated employees. The new levels would be set as follows: - The minimum threshold would be set at the 35th percentile of wages earned by full-time salaried workers in the lowest-wage Census Region in the U.S. (currently $1,059/week or $55,068 annually). These workers would still be subject to the applicable duties test under each exemption. - For highly-compensated employees, the threshold would be set at the 85th percentile of annualized wages earned by full-time salaried workers in the lowest-wage Census Region in the U.S. (currently $143,998 annually). These workers would still be subject to the modified duties test for the HCE exemption. Because this is a proposed rule, it is now subject to a 60-day comment period, after which a Final Rule will be announced. The DOL added a couple of new twists this time around: - It is proposing to create an automatic updating feature that would reset the dollar-value thresholds at these percentages every three years. This is presumably intended to account for inflation and to reduce the administrative burden of revising these thresholds through notice-and-comment ruling (as well as the litigation burden that inevitably follows). - Because it is focused on the 35% and 85% thresholds, the actual numbers adopted in the Final Rule may actually be higher. So don't focus on the dollar values just yet. #johnsonjackson #trustedadvice #FLSA #salarytest #salariedemployees #overtime #DOL #employmentlaw #employers #employees #FRLA

The National Labor Relations Board General Counsel has just released an advice memo that signals that the Board will be challenging the use of non-compete agreements against non-supervisory employees and will require substantial justifications for their enforcement. There are a lot of nuances to this topic. If you have questions about how this may impact your business, we would be happy to talk this over with you. #employmentlaw https://lnkd.in/eidBPquj