Tuesday, May 14, 2019

Summer Interns, Paid or Unpaid?

By Scott Mirsky, Principal

SUMMARY: Employers must be cautious when evaluating their obligation to pay summer interns. If the employer can satisfy the “primary beneficiary test” then the intern can work without pay. However, if the intern is performing job duties unrelated to the intern’s formal education program and the work performed by the intern displaces other workers, then the intern should be paid as an employee.


Monday, May 13, 2019

Md. Legislative Roundup: Expanded Anti-Discrimination Law and Other Developments Affecting Employers

By: Hayes Edwards, Associate

The General Assembly ended its 2019 legislative session in April, sending several pieces of legislation to the Governor’s desk that will impact Maryland employers. Although Gov. Larry Hogan is thought to be opposed to these bills, the GA appears capable of overriding his veto, as it recently did with the Minimum Wage bill. This new legislation is summarized below, with their likely effective dates.

Tuesday, April 16, 2019

DC Employers Must Comply with New Paid Leave Tax

By: Scott A. Mirsky, Principal

SUMMARY: Employers in DC are now faced with another payroll tax. Beginning with wages paid on or after April 1, 2019, employers will be assessed an additional payroll tax of .62 percent. Collection of this tax will begin on July 1, 2019. This tax will fund paid family and medical leave benefits beginning on July 1, 2020.


Friday, April 5, 2019

$15 Minimum Wage Coming to Maryland

By Hayes Edwards, Associate

The “Fight for Fifteen” has landed a knock-out blow in Maryland. On March 28, 2019, the Maryland General Assembly overrode Gov. Larry Hogan’s veto of a bill that will increase the state’s minimum wage to $15.00 by January 1, 2025. As listed below, the minimum wage will climb gradually each year for companies of all sizes.

Tuesday, March 12, 2019

DOL Takes Another Crack at Modifying the Overtime Rules

By Scott Mirsky, Principal

Summary: The DOL has proposed new rules that would substantially increase the minimum salary that employees must be paid to qualify for the white collar and highly compensated exemptions to the FMLA overtime requirements.  The increase to the white collar salary threshold would be markedly lower than that which the Obama Administration attempted to implement and, as with the Obama-era regulations, the duties tests associated with the exemptions will not be impacted.