Posted in Immigration, Legislation & Regulations
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As a result of court orders prohibiting the Department of Homeland Security (DHS) from terminating Temporary Protected Status, DHS is again extending the program for certain countries.
| TPS Country | Current Expiration Date | New Expiration Date |
|---|---|---|
| El Salvador | 01/02/2020 | 01/04/2021 |
| Haiti | 01/02/2020 | 01/04/2021 |
| Nicaragua | 01/02/2020 | 01/04/2021 |
| Sudan | 01/02/2020 | 01/04/2021 |
| Honduras | 01/05/2020 | 01/04/2021 |
| Nepal | 03/24/2020 | 01/04/2021 |
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On October 25, Elitsa posted on the increase in Florida’s minimum wage to $8.56 an hour, effective January 1. Because of that increase, Florida employers who take a tip credit must pay tipped employees a direct wage of at least $5.54 per hour. The U.S. Department of Labor has proposed a new rule regulating tipped employees under the Fair Labor Standards Act. Here are some highlights of the current requirements and what the proposed rule requires.
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Effective January 1, 2020, the Florida minimum wage rate will increase by 10 cents from the current $8.46 per hour, to $8.56 per hour. This 10 cent increase is less than half of the 21 cent increase the state saw from 2018 to 2019.
Restaurant and hotel employers may still count tips actually received by the employee as wages, in the form of a tip credit up to $3.02 per hour. For 2020, as long as “tipped employees” meet the eligibility requirements under the Fair Labor Standards Act (FLSA), the employer must pay a direct wage of no less than $5.54 per hour (reflecting an increase of 10 cents as well), which together with the $3.02 per hour in tip credit adds up to the full $8.56 per hour minimum wage rate.
Remember that Florida’s minimum wage rate and minimum direct wage permitted for tipped employees are higher than under the FLSA, so employers must meet the higher wage requirements for Florida employees.
Florida employers should be sure to replace the 2019 minimum wage posters with the new 2020 posters, available through the DEO in English, Spanish and Creole.
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While having well written policies and procedures for employees is very important, these policies and procedures cannot cover every situation. Employers need to retain some flexibility. Non-negotiable rules can violate employment laws and result in very expensive claims.
How expensive?
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We are pleased to welcome attorney Stephanie Turk to our Labor & Employment Law group in Miami. Yes, she is my daughter-in-law.
Stephanie brings experience in both Employment Litigation and Employment Counseling.
On the litigation side, Stephanie defends employers in a variety of employment matters including discrimination, retaliation, wage and hour, and whistleblower claims. She represents clients in federal and state courts, nationwide arbitrations, and before administrative agencies including the National Labor Relations Board (NLRB), Department of Labor (DOL), and Equal Employment Opportunity Commission (EEOC).
On the counseling side, Stephanie advises employers on union avoidance strategies and election campaigns, the formation and dissolution of employment relationships, including the negotiation of employment, separation, and non-compete agreements, and other day-to-day employment issues.
She is excited to get started as a regular contributor to our blog and as a presenter at our 30th Annual Labor & Employment Seminar. Please join us in welcoming our newest member to the Stearns Weaver Miller family!
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If yes, they need to stop today. Why? Effective October 1, 2019, Florida drivers can use wireless communication devices (e.g., cell phones) only in a hands-free manner when driving in a designated school crossing, school zone, or work zone where construction personnel are present or operating equipment on the road or immediately adjacent to the work zone area. If they are stopped by law enforcement under these conditions, they will be issued a warning. On January 1, 2020, however, they will be issued a ticket, which will be punishable as a moving violation with a base $60 fine and 3 points assessed against their driver’s license.
Why should you care? Employers have an obligation under the Occupational Safety and Health Act (OSHA) to create a safe and healthful workplace. Therefore, employers should consider adopting policies banning their employees from texting while driving on company business or in a company-owned car (if they haven’t already). Moreover, they should not create any incentives for employees that encourage or condone texting. When conducting employee training, they also should consider including a discussion of their policy as well as the dangers of distracted driving.
If you are still wondering about the so-called “rules of the road” that can get you and your employees into trouble, here’s a little cheat sheet:
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Last week, I had the pleasure of presenting at the Coral Gables Chamber of Commerce’s IMPACT Series: A Seminar Series for Small Business. The audience was comprised of business and human resources professionals across several sectors. For those of you who were not able to attend the presentation, I have included my top takeaways.
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With rapid automation there comes a tipping point for the need of humans in the workplace. Automation will become so pervasive that companies will need to cobble together remaining job duties into hybrid job positions to be performed by the remaining human employees. Is this the future? No, it’s the “now.” What does that mean for employers with disabled employees who may need to be accommodated? Continue Reading
With Hurricane Dorian expected to make landfall this weekend, Floridians are stocking up on water, batteries, gas, and canned food. It’s important to be prepared and plan ahead for your home and family.
Please see our suggestions below on important action items to take to prepare for and recover after a storm. Continue Reading
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Employers often wonder when they should be paying hourly employees for their travel time and the answer may not always be straightforward. Broadly speaking, federal wage and hour laws require that employers compensate employees for the hours they spend traveling for work-related activities. But the law makes several distinctions that every business should consider when calculating wages and overtime for non-exempt hourly employees. A few scenarios might help to illustrate employers’ obligations.
