Payroll Briefs

Category: "Labor Law Updates"

DOL Issues Examples of Unlawful Retaliation Under FLSA, FMLA and Visa Programs

On March 10, 2022, the U.S. Department of Labor (DOL) released guidance containing specific examples of what it considers “unlawful retaliation” by employers under the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA) and visa programs. DM Payroll Solutions shares details from the recent guidance to learn how you can practically apply it […]

DOL Revokes 2020 Joint Employer Final Rule

The U.S. Department of Labor (DOL) has issued a new final rule revoking the joint employer final rule under the Fair Labor Standards Act (FLSA) set into effect on March 16, 2020. The new rule has an effective date of Sept. 28, 2021, and was proposed on March 12, 2021. DM Payroll Solutions sheds light […]

DOL Puts Pause on Tip Credit and Worker Classification Rules

After President Biden’s recent memorandum requesting a pause to allow for the review of new and pending rules, the U.S. Department of Labor (DOL) announced there will be delays to the tip credit and worker classification final rules under the Fair Labor Standards Act (FLSA). Keep reading to learn more about the repercussions the final […]

DOL Proposes Simplified Rule for Classifying Workers

After a long-standing rule that left room for interpretation when classifying workers, the U.S. Department of Labor (DOL) issued a new proposed rule that significantly simplifies the classification of employees and independent contractors under the Fair Labor Standards Act (FLSA). DM Payroll Solutions explores the new proposed rule and shares insight on how it can […]

DOL Offers Back-to-School Paid Leave Guidance

The U.S. Department of Labor (DOL)’s Wage and Hour Division (WHD) and Employment and Training Administration (ETA) recently published new guidance providing insight into the reopening of schools across the country. The guidance includes a new FAQs section offering further information to both employees and employers about paid leave under the Families First Coronavirus Response […]

DOL Now Enforcing COVID-19 Paid-Leave Rules

When COVID-19 first put the country into a state of emergency, the U.S. Department of Labor (DOL) provided employers with time to comply with pandemic-related paid sick leave and paid family leave mandates. During this time, businesses could correct mistakes without facing scrutiny. However, the DOL recently increased its enforcement efforts. DM Payroll Solutions gives […]

Employer FAQs for the FLSA During the COVID-19 Crisis

To help keep you informed, DM Payroll Solutions has outlined recent FAQ guidance from the Department of Labor (DOL). Explore the commonly asked questions and answers below.   Q. How many hours must an employer pay an hourly employee who must work a partial week because the employer’s business has been closed? A. The Fair Labor […]

3 Key Takeaways from IRS Guidance on Employment Tax Deferrals

In a guidance released by the Internal Revenue Service (IRS) on April 10, 2020, the organization addressed how the employment tax deferrals can be treated in relation to recently passed COVID-19 legislation, including the Families First Coronavirus Relief Act (FFCRA) and Coronavirus Aid, Relief, and Economic Security Act (CARES Act). DM Payroll Solutions has collaborated […]

What the Families First Coronavirus Response Act Means for Your Business

In response to the Coronavirus (COVID-19) pandemic, President Trump signed into law the Families First Coronavirus Response Act on March 18, 2020 which will impact many employers. DM Payroll Solutions has outlined the highlights of the new law below. Emergency Paid Sick Leave Employers with fewer than 500 employees are required to provide paid emergency […]

Guidance for Michigan Employers Contemplating Layoffs

The Department of Labor and Economic Opportunity has provided guidance to Michigan employers on ways to avoid potential layoffs related to COVID-19. At this time, employers are strongly urged to place employees on temporary leave and advise the worker they expect to have work available within 120 days as opposed to termination. This option provides […]