{"id":3019,"date":"2020-09-09T13:25:32","date_gmt":"2020-09-09T18:25:32","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=3019"},"modified":"2020-09-09T13:52:54","modified_gmt":"2020-09-09T18:52:54","slug":"hr-newsletter-dol-publishes-four-flsa-opinion-letters","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2020\/09\/09\/hr-newsletter-dol-publishes-four-flsa-opinion-letters\/","title":{"rendered":"HR Newsletter: DOL Publishes Four FLSA Opinion Letters"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/blog\/September20_DOL-Letter.jpg\" alt=\"DOL Opinion Letters\" width=\"1200\" height=\"545\" \/><\/p>\n<p>On August 31, 2020, the U.S. Department of Labor (DOL) published four new opinion letters. Opinion letters provide the DOL\u2019s official position on how labor and employment standards, in this case the Fair Labor Standards Act (FLSA), apply in specific situations.<\/p>\n<ul>\n<li><strong>Retail Exemption for Truck Drivers<\/strong> &#8211; <a href=\"https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/opinion-letters\/FLSA\/2020_08_31_11_FLSA.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">FLSA2020-11<\/a> patterns the analysis employers must use to determine whether truck drivers working for a retail establishment qualify for the \u201cretail or service establishment exemption.\u201d While the facts are specific to the gas and oil industry, the underlying principles have greater applicability.<\/li>\n<\/ul>\n<ul>\n<li><strong>Use of Personal Vehicle for Business<\/strong> &#8211; <a href=\"https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/opinion-letters\/FLSA\/2020_08_31_12_FLSA.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">FLSA2020-12<\/a> addresses whether to reimburse non-exempt hourly employees who use their vehicle to further their employer\u2019s business for expenses related to their vehicle, including: gas, oil, routine maintenance and repairs, fixed vehicle expenses, registration fees, license fees and insurance costs not required by the employer.<\/li>\n<\/ul>\n<p><!--more--><\/p>\n<ul>\n<li><strong>Exemptions for Part-time Employees<\/strong> &#8211; <a href=\"https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/opinion-letters\/FLSA\/2020_08_31_13_FLSA.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">FLSA2020-13<\/a> addresses how the learned professional exemption and the highly compensated employee test apply to part-time employees who provide training for a day rate with additional hourly compensation.<\/li>\n<\/ul>\n<ul>\n<li><strong>Fluctuating Workweek Clarification<\/strong> &#8211; <a href=\"https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/opinion-letters\/FLSA\/2020_08_31_14_FLSA.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">FLSA2020-14<\/a> clarifies that the fluctuating workweek overtime calculation method does not apply only to employees whose hours of work fluctuate above and below the 40-hour workweek threshold. This means that employers can use the fluctuating workweek method for employees whose hours of work fluctuate only above 40 hours per workweek.<\/li>\n<\/ul>\n<p>Employers that rely on opinion letters may be able to establish a \u201cgood faith defense\u201d under the law. As a result, employers should review the scenarios discussed in these letters and determine whether this new guidance affects their current employee classification and payroll practices. The public can search for existing opinion letters by keyword, year, topic and a variety of other filters on the DOL\u2019s <a href=\"https:\/\/www.dol.gov\/agencies\/whd\/opinion-letters\/search\" target=\"_blank\" rel=\"noopener noreferrer\">website<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>On August 31, 2020, the U.S. Department of Labor (DOL) published four new opinion letters. Opinion letters provide the DOL\u2019s official position on how labor and employment standards, in this case the Fair Labor Standards Act (FLSA), apply in specific&hellip;  <\/p>\n<p class=\"more-link\"><a href=\"https:\/\/www.employco.com\/blog\/2020\/09\/09\/hr-newsletter-dol-publishes-four-flsa-opinion-letters\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[31],"tags":[],"class_list":["post-3019","post","type-post","status-publish","format-standard","hentry","category-hr-newsletter"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\r\n<title>HR Newsletter: DOL Publishes Four FLSA Opinion Letters - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2020\/09\/09\/hr-newsletter-dol-publishes-four-flsa-opinion-letters\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"HR Newsletter: DOL Publishes Four FLSA Opinion Letters - Employco Blog\" \/>\r\n<meta property=\"og:description\" content=\"On August 31, 2020, the U.S. Department of Labor (DOL) published four new opinion letters. 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Voluntary Training Programs - The FLSA requires employers to compensate\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"U.S. Department of Labor (DOL)","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":4919,"url":"https:\/\/www.employco.com\/blog\/2023\/09\/19\/hr-newsletter-new-proposed-overtime-rule\/","url_meta":{"origin":3019,"position":1},"title":"HR Newsletter: New Proposed Overtime Rule","author":"Employco USA","date":"September 19, 2023","format":false,"excerpt":"On Aug. 30, 2023, the U.S. Department of Labor (DOL) announced a proposed rule to amend current requirements employees in white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA). To qualify for this exemption, white-collar employees must satisfy the standard salary level\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":5340,"url":"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-preparing-for-the-dols-new-overtime-rule\/","url_meta":{"origin":3019,"position":2},"title":"HR Newsletter: Preparing for the DOL&#8217;s New Overtime Rule","author":"Employco USA","date":"April 18, 2024","format":false,"excerpt":"In early March 2024, the U.S. Department of Labor\u2019s (DOL) proposed overtime rule, announced in August 2023, entered its last stage of review. Publication of the final rule is expected soon. The rule would amend the requirements that employees in certain white-collar occupations must satisfy to qualify for an overtime\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":3625,"url":"https:\/\/www.employco.com\/blog\/2021\/10\/12\/hr-newsletter-dol-announces-final-rule-on-tip-regulations\/","url_meta":{"origin":3019,"position":3},"title":"HR Newsletter: DOL Announces Final Rule on Tip Regulations","author":"Employco USA","date":"October 12, 2021","format":false,"excerpt":"On Sept. 23, the U.S. Department of Labor announced a final rule that will amend Fair Labor Standards Act (FLSA) regulations for tipped employees. The final rule was publicized in the Federal Register on Sept. 24, 2021, and is expected to become effective on Nov. 23, 2021. Tips for Managers\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"DOL (Department of Labor)","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":5800,"url":"https:\/\/www.employco.com\/blog\/2025\/05\/15\/hr-newsletter-independent-contractor-determination-new-dol-guidance\/","url_meta":{"origin":3019,"position":4},"title":"HR Newsletter: Independent Contractor Determination \u2013 New DOL Guidance","author":"Employco USA","date":"May 15, 2025","format":false,"excerpt":"On May 1, 2025, the U.S. Department of Labor (DOL) issued Field Assistance Bulletin (FAB) 2025-1 on how to determine employee or independent contractor status when enforcing the Fair Labor Standards Act (FLSA). 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