White Collar Exemption Regulations; Public Listening Sessions, 43825 [2018-18649]

Download as PDF Federal Register / Vol. 83, No. 167 / Tuesday, August 28, 2018 / Proposed Rules (4) State each reason why the troubled institution cannot meet the standard set forth in § 1231.3(e)(2). (f) Waiver of form or content requirements. FHFA may waive or modify any requirement related to the form or content of a request or notice, in circumstances deemed appropriate by FHFA. (g) Additional information. FHFA may request additional information at any time during the processing of the request or after receiving a notice. Dated: August 20, 2018. Melvin L. Watt, Director, Federal Housing Finance Agency. [FR Doc. 2018–18511 Filed 8–27–18; 8:45 am] BILLING CODE 8070–01–P DEPARTMENT OF LABOR Wage and Hour Division 29 CFR Part 541 White Collar Exemption Regulations; Public Listening Sessions Wage and Hour Division, Department of Labor. ACTION: Notification of public listening sessions. AGENCY: The Department of Labor will conduct public listening sessions to gather views on white collar exemption regulations. The Fair Labor Standards Act (FLSA) generally requires covered employers to pay their employees at least the federal minimum wage (currently $7.25 an hour) for all hours worked, and overtime premium pay of not less than one and one-half times the employee’s regular rate of pay for any hours worked over 40 in a workweek. The FLSA exempts from both minimum wage and overtime protection ‘‘any employee employed in a bona fide executive, administrative, or professional capacity’’ and delegates to the Secretary of Labor the power to define and delimit these terms through regulation. DATES: The dates, locations, and times for the public listening sessions are listed below: September 7, 2018, Atlanta, Georgia, 10 a.m.–12 p.m. September 11, 2018, Seattle, Washington, 10 a.m.–12 p.m. September 13, 2018, Kansas City, Missouri, 10 a.m.–12 p.m. September 14, 2018, Denver, Colorado, 10 a.m.–12 p.m. September 24, 2018, Providence, Rhode Island, 10 a.m.–12 p.m. Members of the public may attend these listening sessions in person up to daltland on DSKBBV9HB2PROD with PROPOSALS SUMMARY: VerDate Sep<11>2014 16:30 Aug 27, 2018 Jkt 244001 the seating capacity of the room. The Department will not attempt to achieve a consensus view in these listening sessions, but rather is interested in hearing the views and ideas of participants. To obtain specific location details and register to attend, please visit this link: https:// www.eventbrite.com/e/overtime-ruleoutreach-sessions-tickets-49216139799. FOR FURTHER INFORMATION CONTACT: Stephen Davis, Listening Session Coordinator, Division of Regulations, Legislation, and Interpretation, Wage and Hour Division, U.S. Department of Labor, Room S–3502, 200 Constitution Avenue NW, Washington, DC 20210; telephone: (202) 693–0406 (this is not a toll-free number). Copies of this notice may be obtained in alternative formats (Large Print, Braille, Audio Tape, or Disc), upon request, by calling (202) 693–0023 (not a toll-free number). TTY/ TTD callers may dial toll-free (877) 889– 5627 to obtain information or request materials in alternative formats. SUPPLEMENTARY INFORMATION: On July 26, 2017, the Department of Labor published a Request for Information (RFI), Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees. See 82 FR 34616. The RFI was one opportunity for the public to provide information to aid the Department in formulating a proposal to revise the white collar exemption regulations. Public listening sessions will provide further opportunity for the public to provide input on issues related to the salary level test, such as: 1. What is the appropriate salary level (or range of salary levels) above which the overtime exemptions for bona fide executive, administrative, or professional employees may apply? Why? 2. What benefits and costs to employees and employers might accompany an increased salary level? How would an increased salary level affect real wages (e.g., increasing overtime pay for employees whose current salaries are below a new level but above the current threshold)? Could an increased salary level reduce litigation costs by reducing the number of employees whose exemption status is unclear? Could this additional certainty produce other benefits for employees and employers? 3. What is the best methodology to determine an updated salary level? Should the update derive from wage growth, cost-of-living increases, actual ADDRESSES: PO 00000 Frm 00027 Fmt 4702 Sfmt 4702 43825 wages paid to employees, or some other measure? 4. Should the Department more regularly update the standard salary level and the total-annual-compensation level for highly compensated employees? If so, how should these updates be made? How frequently should updates occur? What benefits, if any, could result from more frequent updates? Dated: August 23, 2018. Melissa Smith, Director, Division of Regulations, Legislation and Interpretation. [FR Doc. 2018–18649 Filed 8–27–18; 8:45 am] BILLING CODE 4510–27–P ENVIRONMENTAL PROTECTION AGENCY 40 CFR Part 52 [EPA–R05–OAR–2017–0147; FRL–9982– 90—Region 5] Air Plan Approval; Indiana; Reasonable Further Progress Plan and Other Plan Elements for the Chicago Nonattainment Area for the 2008 Ozone Standard Environmental Protection Agency (EPA). ACTION: Proposed rule. AGENCY: The Environmental Protection Agency (EPA) is proposing to approve a revision to the Indiana State Implementation Plan (SIP) to meet the base year emissions inventory, reasonable further progress (RFP), RFP contingency measure, nonattainment new source review (nonattainment NSR), volatile organic compound (VOC) reasonably available control technology (RACT), and motor vehicle inspection and maintenance (I/M) requirements of the Clean Air Act (CAA) for the Indiana portion of the Chicago-Naperville, Illinois-Indiana-Wisconsin area (Chicago area) for the 2008 ozone national ambient air quality standard (NAAQS or standard). EPA is also proposing to approve the 2017 transportation conformity motor vehicle emissions budgets (MVEBs) for the Indiana portion of the Chicago area for the 2008 ozone NAAQS. EPA is proposing to approve the state’s submission as a SIP revision pursuant to section 110 and part D of the CAA and EPA’s regulations because it satisfies the emission inventory, RFP, RFP contingency measure, nonattainment NSR, VOC RACT, I/M, and transportation conformity requirements for areas classified as moderate SUMMARY: E:\FR\FM\28AUP1.SGM 28AUP1

Agencies

[Federal Register Volume 83, Number 167 (Tuesday, August 28, 2018)]
[Proposed Rules]
[Page 43825]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2018-18649]


=======================================================================
-----------------------------------------------------------------------

DEPARTMENT OF LABOR

Wage and Hour Division

29 CFR Part 541


White Collar Exemption Regulations; Public Listening Sessions

AGENCY: Wage and Hour Division, Department of Labor.

ACTION: Notification of public listening sessions.

-----------------------------------------------------------------------

SUMMARY: The Department of Labor will conduct public listening sessions 
to gather views on white collar exemption regulations. The Fair Labor 
Standards Act (FLSA) generally requires covered employers to pay their 
employees at least the federal minimum wage (currently $7.25 an hour) 
for all hours worked, and overtime premium pay of not less than one and 
one-half times the employee's regular rate of pay for any hours worked 
over 40 in a workweek. The FLSA exempts from both minimum wage and 
overtime protection ``any employee employed in a bona fide executive, 
administrative, or professional capacity'' and delegates to the 
Secretary of Labor the power to define and delimit these terms through 
regulation.

DATES: The dates, locations, and times for the public listening 
sessions are listed below:

September 7, 2018, Atlanta, Georgia, 10 a.m.-12 p.m.
September 11, 2018, Seattle, Washington, 10 a.m.-12 p.m.
September 13, 2018, Kansas City, Missouri, 10 a.m.-12 p.m.
September 14, 2018, Denver, Colorado, 10 a.m.-12 p.m.
September 24, 2018, Providence, Rhode Island, 10 a.m.-12 p.m.

    Members of the public may attend these listening sessions in person 
up to the seating capacity of the room. The Department will not attempt 
to achieve a consensus view in these listening sessions, but rather is 
interested in hearing the views and ideas of participants.

ADDRESSES: To obtain specific location details and register to attend, 
please visit this link: https://www.eventbrite.com/e/overtime-rule-outreach-sessions-tickets-49216139799.

FOR FURTHER INFORMATION CONTACT: Stephen Davis, Listening Session 
Coordinator, Division of Regulations, Legislation, and Interpretation, 
Wage and Hour Division, U.S. Department of Labor, Room S-3502, 200 
Constitution Avenue NW, Washington, DC 20210; telephone: (202) 693-0406 
(this is not a toll-free number). Copies of this notice may be obtained 
in alternative formats (Large Print, Braille, Audio Tape, or Disc), 
upon request, by calling (202) 693-0023 (not a toll-free number). TTY/
TTD callers may dial toll-free (877) 889-5627 to obtain information or 
request materials in alternative formats.

SUPPLEMENTARY INFORMATION: On July 26, 2017, the Department of Labor 
published a Request for Information (RFI), Defining and Delimiting the 
Exemptions for Executive, Administrative, Professional, Outside Sales 
and Computer Employees. See 82 FR 34616. The RFI was one opportunity 
for the public to provide information to aid the Department in 
formulating a proposal to revise the white collar exemption 
regulations. Public listening sessions will provide further opportunity 
for the public to provide input on issues related to the salary level 
test, such as:
    1. What is the appropriate salary level (or range of salary levels) 
above which the overtime exemptions for bona fide executive, 
administrative, or professional employees may apply? Why?
    2. What benefits and costs to employees and employers might 
accompany an increased salary level? How would an increased salary 
level affect real wages (e.g., increasing overtime pay for employees 
whose current salaries are below a new level but above the current 
threshold)? Could an increased salary level reduce litigation costs by 
reducing the number of employees whose exemption status is unclear? 
Could this additional certainty produce other benefits for employees 
and employers?
    3. What is the best methodology to determine an updated salary 
level? Should the update derive from wage growth, cost-of-living 
increases, actual wages paid to employees, or some other measure?
    4. Should the Department more regularly update the standard salary 
level and the total-annual-compensation level for highly compensated 
employees? If so, how should these updates be made? How frequently 
should updates occur? What benefits, if any, could result from more 
frequent updates?

    Dated: August 23, 2018.
Melissa Smith,
Director, Division of Regulations, Legislation and Interpretation.
[FR Doc. 2018-18649 Filed 8-27-18; 8:45 am]
 BILLING CODE 4510-27-P