Photo of Michael C. Harrington

Michael Harrington is the chair of Murtha Cullina’s Labor and Employment Group, and assists a wide variety of public and private employers on all aspects of the employment relationship. Mike works with clients in all industries including retail, health care and long term care, energy, and manufacturing. In addition to appearing in state and federal court, he represents clients at the Connecticut Commission on Human Rights & Opportunities, the Connecticut Employment Security Division, the Connecticut Workers’ Compensation Commission, the Connecticut Department of Labor, the National Labor Relations Board and OSHA/ConnOSHA. He regularly represents employers in grievance and interest arbitrations before the State Board of Mediation and Arbitration and before arbitrators of the American Arbitration Association. In addition, he has defended employers in unfair labor practice/prohibitive practice charges and has represented parties before the Freedom of Information Commission. Mike has argued numerous cases before the Court of Appeals for the Second Circuit, the Connecticut Appellate Court, and the Connecticut Supreme Court.

Last week, a Texas federal judge temporarily blocked the federal Department of Labor’s proposed overtime regulation that would have increased the number of employees eligible for overtime pay by increasing the salary level for the “white collar” exemptions to $47,476 per year.

Under the FLSA, employees must be paid time and a half of the employee’s regular hourly rate for each hour worked over 40 hours a week, unless the employee falls within an exemption from overtime by meeting the criteria for salary and duties.  As it stands, to qualify for a white collar exemption, the employee must meet the minimum salary level of $455 per week or $23,660 per year.  The proposed regulation would have doubled that minimum salary level, allowing fewer employees to be exempt. The regulation would have also raised the salary used for “Highly Compensated Employees” from the current threshold of $100,000 to the 90th percentile of average weekly salaried earnings – about $122,000.

Continue Reading DOL’s New Overtime Regulation Will NOT Go in to Effect on December 1