That’s the Department of Labor, of course, and joint employer wasn’t their only headline these past few weeks. The department finally sent along to the Office of Information and Regulatory Affairs (OIRA) a proposed regulation to “clarify, update and define” the basic and regular rate for calculating overtime pay. It is believed the regulation will clarify whether the amounts of tuition reimbursement, employee discounts or the cost of an employer-provided gym should be part of regular pay or excluded from it. In addition, a few weeks back, DOL sent to OIRA a separate regulatory proposal to expand overtime eligibility. This proposal will rework the 2016 final rule issued by the Obama administration that doubled the overtime threshold (to $47,476 from the current $23,060). That policy was permanently enjoined by the federal court in Texas. The details of proposed federal regulations are not publicized until the Office of Management and Budget (OMB) publishes them in the federal register. And finally, last Friday the NLRB overturned a 2014 decision, revising its employment classification test with the goal of clarifying how workers are classified as either employees, who can unionize, or as independent contractors, who cannot.