By Payroll and Entitlements Editorial Staff
A mother was qualified for intermittent leave to address her children’s special needs, public employees working in both the fire and police departments were not due overtime, and extra duty work for a third party did not change volunteer status.
On August 8, the DOL’s Wage and Hour Division released three new opinion letters addressing compliance issues under the FMLA and FLSA. Specifically, the letters discuss whether time spent attending meetings related to a child’s individualized education program qualifies for FMLA leave; under the FLSA, the application of the Section 7(k) overtime exemption to public agency employees engaged in both fire protection and law enforcement activities; and the employment status, also under the FLSA, of volunteer reserve deputies who may perform paid extra duty work for third parties.
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