After much discussion and debate in Texas and across the country, the Department of Labor announced that it would pursue a new rulemaking proposal related to overtime pay in March 2019. The Fair Labor Standards Act (FLSA) notes that exempt workers, who are also defined by their managerial, professional or independent responsibilities, do not need to be paid overtime for hours worked in excess of 40 each week. However, the standards for what constitutes an exempt worker are often exploited by employers who classify low-earning wage workers as exempt from overtime pay.
Several major Texas cities are awaiting the outcome of a court case where each side is proclaiming that the U.S. Constitution favors their position. At issue is the right of those in the LGBTQ community to live and work free from discrimination. The state has no laws protecting the group from employment discrimination, but several cities have passed non-discrimination ordinances.
Sexual harassment has affected the lives of many workers in Texas. It has been the subject of nationwide controversy during the last several months. One year after the New York Times released its first investigation on Harvey Weinstein, the EEOC reports that sexual harassment complaints have increased by 12 percent.
When a person works over his or her allotted number of hours in the day, that person could be eligible for overtime pay. The concept of overtime pay is to ensure that workers receive fair compensation for working long stretches of time past when they normally have to work. There are laws in place regarding fair pay, including overtime, and you may find it beneficial to learn how these laws apply to you.
Texas employees may be interested in a Third Circuit ruling that said employees must be paid for breaks of up to 20 minutes. The ruling came in a case involving employees from Progressive Business Publications. In the lawsuit, the employees claimed that PBP did not pay workers if they were logged off of their computers for more than 90 seconds. The company said it was part of a flexible break policy that allowed workers to leave their work areas whenever they wanted to.