October 17, 2021

Volume XI, Number 290

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October 15, 2021

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October 14, 2021

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Amendment to Virginia Overtime Wage Act Restores Certain Employee Overtime Exemptions

Over the past 16 months, a quiet labor and employment law revolution has been underway in Virginia. In the first quarter of 2021, the Virginia General Assembly doubled down legislative initiatives, imposing several additional labor and employment changes that will present challenges for many employers across the Commonwealth. By way of example, consider the new Virginia Overtime Wage Act (VOWA), Va. Code § 40.1-29.2, the wage and hour implications of which significantly deviate from requirements in the Fair Labor Standards Act (FLSA).

Background on the VOWA

In addition to introducing a new method for calculating the regular rate of pay for salaried workers—effectively eliminating popular pay schemes such as the fluctuating workweek, extending the statute of limitations for bringing wage and hour claims in state court, providing automatic liquidated damages, and allowing for possible treble damages—the VOWA precluded certain Virginia employers from utilizing long-standing overtime exemptions for employees falling under §§ 213(a) and 213(b)(10)(A) of the FLSA. Among other issues, the VOWA’s inconsistent references to the FLSA prompted immediate questions and concerns over industry overtime exemptions.

Recent Amendment to the VOWA

Recent changes to the VOWA have restored some, but not all, of the overtime exemptions, called into question by the VOWA, including the often-used “automobile salesperson exemption,” as well as all exemptions enumerated in § 213(a) of the FLSA. Specifically, on August 10, 2021, Governor Ralph Northam signed a public appropriations bill, House Bill (HB) 7001, which included the following amendment to the VOWA:

That for the purposes of the Virginia Overtime Wage Act § 40.1-29.2 the terms “Wages” and “Pay” shall also mean overtime compensatory time in lieu of wages for overtime pay by public agencies as provided by the Fair Labor Standards Act, 29 U.S.C. § 207(o), and the term “Employee” shall not include an individual described in 29 U.S.C. § 203(e)(4). In addition to the provisions of subsection D of § 40.1-29.2 of the Code of Virginia, an employer may assert an exemption to the overtime requirements for employees who meet any of the exemptions set forth in 29 U.S.C. § 213(a). Employees covered under 29 U.S.C. § 213(b)(10)(A) shall be exempt from the overtime requirements set out in Code of Virginia § 40.1-29.2.

Key Takeaways

By expressly incorporating into the VOWA the exemptions defined in 29 U.S.C. § 213(a) and § 213(b)(10)(a), the amendment has clarified ambiguities in the original text of the statute and restored exemptions for employees in numerous industries, including the following:

  • certain salesmen, partsmen, and mechanics “primarily engaged in selling or servicing automobiles, trucks, or farm implements” (i.e., the automobile salesperson exemption);

  • certain computer employees;

  • employees of specified “amusement or recreational establishments”;

  • employees of specified “religious or non-profit educational conference center[s]”;

  • fishery employees;

  • certain agriculture employees;

  • employees of newspapers that have small circulations;

  • “switchboard operator[s] employed by … independently owned public telephone compan[ies]” of a certain size; and

  • seaman employed on non-American vessels.

In addition, the amendment has incorporated the availability of “compensatory time” for certain public sector employees (i.e., leave in lieu of overtime wages) and clarifies that public sector volunteers are not considered “employees” covered by the VOWA.

While this amendment to the VOWA provides much-needed clarity to certain Virginia employers, there are still numerous ambiguities in the VOWA that will continue to present challenges for employers. 

© 2021, Ogletree, Deakins, Nash, Smoak & Stewart, P.C., All Rights Reserved.National Law Review, Volume XI, Number 235
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About this Author

Clay Rollins Employment Lawyer Ogletree
Associate

Clay is a dynamic and effective management advocate who works collaboratively to deliver practical solutions for his clients in all aspects of both traditional labor relations and employment matters.

Traditional Labor Relations 

Clay’s traditional labor practice focuses on all aspects of traditional labor law.  He regularly represents clients before the National Labor Relations Board, as well as in collective-bargaining negotiations, organizing campaigns, labor arbitrations, and labor...

804-663-2332
Bret G. Daniel Labor & Employment Attorney Ogletree Deakins Law Firm Richmond
Associate

Bret is an attorney in the firm’s Richmond office.  He focuses his practice on traditional employment matters.  Bret has experience working in areas including Title VII, the Equal Pay Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Uniformed Services Employment and Reemployment Rights Act, and the Family Medical Leave Act, as well as wage and hour collective actions under the Fair Labor Standards Act. Bret also has experience advising employers on a range of workplace and employment issues, including: review of employment contracts...

804-663-2403
W. Ryan Waddell Employer Labor Practice Associate Richmond Virginia Ogletree Deakins Nash Smoak & Stewart PC
Associate

Ryan is an associate in the firm’s Richmond, Virginia office. Ryan’s practice focuses on counseling clients and defending employers in state and federal court on a variety of employment and labor matters, including those arising under Title VII, the Equal Pay Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Rehabilitation Act, and the Family Medical Leave Act. Ryan has also litigated First Amendment claims, workplace defamation claims, breach of contract claims, and many other general employment matters. Ryan also has extensive...

804-663-2340
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