Businesses of all types and sizes throughout the United States, Mexico and beyond bring their disputes to Gardere's litigation team and receive practical, responsive, boutique-style attention in return. Our clients have access to the firepower and value of a well-known and highly-regarded Firm's capabilities and interdisciplinary strengths.
Gardere has a national and international energy practice formed around our Energy Industry Team, which is a multidisciplinary group of approximately 60 attorneys with diverse backgrounds, experience and skills specific to the energy industry. Our team includes attorneys who have served as in-house counsel for major energy companies, providing a depth of insight into our clients' needs, issues and concerns. We understand and regularly practice in virtually every sector of the energy, and we represent a wide variety of industry participants from multinational corporations to individuals.
From our offices in the United States and Mexico, our International Practice helps clients operate in today’s global economy. We have more than 30 professionals operating as a boutique within an Am Law 200 law firm and are able to provide focused service with the resources of a large firm. We understand that clients who are engaged in the global marketplace need lawyers who can operate seamlessly across multiple jurisdictions. Our international experts are multi-lingual, are culturally fluent and intimately familiar with various legal systems across the world, especially those in Latin America. Whether you need help with commercial transactions, regulatory matters, customs and import regulations, immigration matters, M&A and joint ventures, international disputes, or international tax planning, Gardere’s international team is here to assist you.
We represent domestic and foreign private funds in all aspects of fund formation, fund operations, platform and add-on acquisitions, and portfolio company operations. Our team has a reputation for being the go-to-lawyers for private equity funds, hedge funds, venture capital funds and family offices. We are known for our vast deal experience, the efficient way we staff and manage our work, and the way we maintain our relationships. We get deals done with sophisticated, strategic, and practical advice tailored to the needs of our clients.
*Not admitted to practice law.
As announced by the White House this week, President Obama directed the Department of Labor to update the regulations on the white-collar exemptions. Specifically, the President instructed the Secretary of Labor Thomas Perez to update the regulations. The President’s point was that the minimum salary requirements had only been raised once since 1975, and that was in 2004 when the minimum weekly salary was raised from $250 to $455. The directive did not provide any details on what changes would be made. However, the one page memo said that the regulations have not kept up with the modern economy and that millions of workers therefore lack overtime protections.
This memorandum specifically targets both the amount of compensation paid to the lowest level of exempt employees and the specifics of what constitutes an exempt employee. While no guidance has been provided as to what President Obama meant, the tone and tenure suggest a plan to further narrow the exemption, therefore, expanding the number of employees entitled to overtime. This agenda fits within the President’s plan to increase the minimum wage to $10.10 per hour in the private sector.
Any regulations promulgated by the DOL will have to be published for review and comment before they are implemented. Any expansion of workers who will no longer be considered exempt will likely be hotly contested by employers. Industries that will most likely be affected are retail and hospitality because they often employ managers and supervisors at the lowest levels of compensation.
Interestingly, one thing that both employee groups and employer groups have in common is the belief that the Fair Labor Standards Act has not kept up with the modern world. However, it is unlikely that any DOL proposed regulations will do much to aid employers in fitting that proverbial square peg in the round hole – when it comes to things like travel time, use of technology, etc.
The publications contained in this site do not constitute legal advice. Legal advice can only be given with knowledge of the client's specific facts. By putting these publications on our website we do not intend to create a lawyer-client relationship with the user. Materials may not reflect the most current legal developments, verdicts or settlements. This information should in no way be taken as an indication of future results.
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