For example, yesterday I read the 6th Circuit’s decision in Jones v. Producers Service Corp., which asked this question: "Under § 207(f) of the FLSA, when do an employee's job duties 'necessitate' irregular hours?"
That question relates back to a 1942 Supreme Court case that recognized what are now called "Belo plans" — an exception to the FLSA's overtime requirements that permits an employer to pay certain salaried non-exempt employees who jobs require irregular hours a guaranteed amount compensation that includes a pre-determined amount of overtime.
Here's the thing. Belo plans are one of the more obscure legal issues you could encounter under the FLSA or in all of employment law. In my 26 years practicing employer-side employment law, I've never encountered one in the wild. The Jones, case, however, got me thinking about a problem I'm currently trying to solve for a client. I'm now thinking that a Belo plan might just be the solution. How about that?
26 years a lawyer, and I'm still learning every day. That's why I ❤️ my job.
That question relates back to a 1942 Supreme Court case that recognized what are now called "Belo plans" — an exception to the FLSA's overtime requirements that permits an employer to pay certain salaried non-exempt employees who jobs require irregular hours a guaranteed amount compensation that includes a pre-determined amount of overtime.
Here's the thing. Belo plans are one of the more obscure legal issues you could encounter under the FLSA or in all of employment law. In my 26 years practicing employer-side employment law, I've never encountered one in the wild. The Jones, case, however, got me thinking about a problem I'm currently trying to solve for a client. I'm now thinking that a Belo plan might just be the solution. How about that?
26 years a lawyer, and I'm still learning every day. That's why I ❤️ my job.