Jennings Morris

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Jennings Morris
Jennings Morris is listed in the Management Consultants category in Austin, Texas. Displayed below is the only current social network for Jennings Morris which at this time includes a Facebook page. The activity and popularity of Jennings Morris on this social network gives it a ZapScore of 34.

Contact information for Jennings Morris is:
9600 Escarpment Blvd
Austin, TX 78749
(512) 301-5765

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Jennings Morris has an overall ZapScore of 34. This means that Jennings Morris has a higher ZapScore than 34% of all businesses on Zappenin. For reference, the median ZapScore for a business in Austin, Texas is 40 and in the category is 27. Learn more about ZapScore.

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Most of the “white collar” exemptions (executive, administrative, and professional, referred to by the DOL as "EAP"), were scheduled to be updated December 1, 2016. https://www.federalregister.gov/documents/2016/05/23/2016-11754/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and contains significant revisions of key provisions of 29 CFR Part 541. However, implementation of the 2016 Final Rule has been enjoined, possibly temporarily. It is important to keep in mind that this is a preliminary injunction. https://www.texasattorneygeneral.gov/files/epress/Overtime_-_PI_Grant_(11-22-16).pdf?cachebuster%3A93=&utm_content=&utm_medium=email&utm_name=&utm_source=govdelivery&utm_term= accesses the court’s ruling. https://www.dol.gov/whd/overtime/final2016/ is a DOL statement regarding the preliminary injunction and an explanation of the enjoined regulatory changes. The "white collar" exemptions, affecting numerous occupations, emanate from only two sections of the FLSA - sections 13(a)(1) and 13(a)(17). Thirty-nine sections of the FLSA set forth various overtime exemptions. However, when most employers use the term "exemption," the reference is to one of the "white collar" exemption areas. These two exemption sections are explained at Code of Federal Regulations Title 29 Part 541. These are not "overtime regulations," they are exemption regulations. The term "overtime regulations" has been frequently and erroneously applied to Part 541 since 2003, in part because the DOL improperly uses that expression in press releases. The April 23, 2004 Final Rule (Title 29 Part 541) may be accessed at https://www.dol.gov/whd/overtime/regulations_final.htm. The preamble is located at https://www.dol.gov/whd/overtime/preamble.pdf. A roll-back to exemption status with regard to employees newly classified as nonexempt should be done very cautiously, if at all. There is a high probability that, in typical places of employment, many of these employees were previously misclassified, based on the duties tests.

Wage and Hour investigations are now more costly than ever, if you are an employer under investigation! The DOL Wage and Hour Division is ensuring that employers found to be in violation are "paying the piper." It is no longer just a matter of paying back wages for the past two years, plus civil money penalties. In many cases, liquidated damages cause the back wage liability to double. In some cases, the period covered is three years. Employers also need to be alert to investigator attempts to convince them to sign away their rights. Now, more than ever, employers must be in absolute compliance and fully prepared to appropriately deal with a Wage and Hour investigator. If you are an employer, you can save money and time by obtaining expert technical guidance and conferring with your employment law attorney prior to the time that an investigator announces "I'm from the government and I'm here to help you." http://files.ctctcdn.com/5645fdef401/fc6493ce-e58f-462c-88ac-a252b595dad5.pdf


http://wage-hour.net/post/2013/11/05/Past-Time-To-Dispel-The-Half-Time-Fog.aspx#comment Is the "fluctuating workweek" method the correct way to compute back wages for "salaried" employees improperly classified as exempt? Not necessarily! It's a question as to whether all hours worked have been compensated. The actual facts do matter. This article is a good explanation of how regular rate principles are often not comprehended by federal courts. Sometimes, as in the case discussed, the FWW plan should not even be considered, based on the facts and stipulations.
A decision by the Fifth Circuit U.S. Court of Appeals illustrates and exacerbates the morass into which the calculation of overtime pay has descended in so-called "failed exemption" cases under the FLSA.

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