--- title: "Larry Stine" description: "" url: "https://wimlaw.com/tags/larry-stine?start=20" date: "2026-06-23T22:11:17+00:00" language: "en-US" --- ## Larry Stine [ ![osha calling webinar promo graphic](https://wimlaw.com/media/yootheme/cache/4e/august-webinar-promo-osha-calling-tiny-4e37ed35.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1415&catid=221&Itemid=1102)##### [OSHA Calling! 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Employee Misclassification and Overtime Issues](https://wimlaw.com/index.php?option=com_content&view=article&id=1260&catid=221&Itemid=1102) August 23, 2022 Category: Webinars: Employment Law "Hot Topics" [Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1260&catid=221&Itemid=1102) ## Schema ```json { "@context": "https://schema.org", "@type": "FAQPage", "mainEntity": [ { "@type": "Question", "name": "What is meant by the "administrative state" or the "fourth branch" of government?", "acceptedAnswer": { "@type": "Answer", "text": "The administrative state refers to the collection of federal agencies, such as the Department of Labor and the National Labor Relations Board, that have grown over decades to exercise significant power alongside the traditional legislative, executive, and judicial branches. (Timestamp: 00:58)" } }, { "@type": "Question", "name": "What was the Chevron decision and why was it significant?", "acceptedAnswer": { "@type": "Answer", "text": "The 1984 Chevron decision established a rule of deference, which meant that when a statute had a "lacuna" or ambiguity, the judicial branch should defer to the administrative agency's interpretation of that law. This effectively put a "thumb on the scale" in favor of the agency during legal challenges.(Timestamp: 01:51)" } }, { "@type": "Question", "name": "How did the Supreme Court change the way labor law exemptions are read in Encino Motorcars?", "acceptedAnswer": { "@type": "Answer", "text": "In Encino Motorcars, the Court shifted away from the "remedial" approach of strictly and narrowly construing exemptions to favor employees. Instead, it ruled that exemptions are entitled to a "fair reading" just like any other statutory provision. (Timestamp: 07:32)" } }, { "@type": "Question", "name": "What is the Major Questions Doctrine?", "acceptedAnswer": { "@type": "Answer", "text": "The Major Questions Doctrine is a litmus test used by the Supreme Court to determine if an administrative agency has exceeded its authority. It holds that for issues of vast importance or "massive questions," an agency cannot rely on general statutory language; instead, Congress must clearly and specifically delegate that authority. (Timestamp: 12:35)" } }, { "@type": "Question", "name": "Did the Supreme Court allow OSHA to mandate COVID-19 vaccines for employees?", "acceptedAnswer": { "@type": "Answer", "text": "No; the Supreme Court found that OSHA exceeded its statutory authority. The court determined that compelling employees to take a vaccine was not within the scope of what the Occupational Safety and Health Act was designed to cover. (Timestamp: 14:25)" } }, { "@type": "Question", "name": "What did the Loper Bright decision do to Chevron deference?", "acceptedAnswer": { "@type": "Answer", "text": "The 2024 Loper Bright decision specifically overruled Chevron. The Court ruled that judges should no longer defer to an administrative agency's interpretation of the law, but must instead use their own judgment and interpretation principles. (Timestamp: 20:29)" } }, { "@type": "Question", "name": "How did the Corner Post case change the statute of limitations for challenging federal regulations?", "acceptedAnswer": { "@type": "Answer", "text": "The Court ruled that the window to challenge a regulation under the Administrative Procedure Act (APA) is a statute of limitations, not a statute of repose. This means a party can challenge a rule within five years of being "aggrieved" or injured by it, even if the rule was originally issued much earlier. (Timestamp: 24:33)" } }, { "@type": "Question", "name": "Does an employer have a right to a jury trial in cases involving administrative fines?", "acceptedAnswer": { "@type": "Answer", "text": "Yes; in the Jarkesy decision, the Court held that if an agency is seeking money damages or civil penalties, the Seventh Amendment provides a right to a jury trial. Such cases must be heard by an Article III judge rather than through a purely administrative proceeding. (Timestamp: 27:23)" } }, { "@type": "Question", "name": "Can the President fire members of independent agencies at will?", "acceptedAnswer": { "@type": "Answer", "text": "While the 1935 Humphrey’s Executor case allowed Congress to restrict the President's power to remove certain officials, recent legal challenges suggest the Court may be narrowing this rule. Current litigation involving agencies like the NLRB and the Consumer Protection Board explores whether these removal protections unconstitutionally interfere with the President's duty to faithfully execute the law.(Timestamp: 39:22)" } }, { "@type": "Question", "name": "Can I pay an employee purely on commission?", "acceptedAnswer": { "@type": "Answer", "text": "Yes, but only if they qualify for specific exemptions, such as the "outside sales" exemption. Outside salespersons do not have a salary requirement and are exempt from minimum wage and overtime laws. However, most other employees must receive at least the minimum wage. (Reference: 01:25)" } }, { "@type": "Question", "name": "Does an inside salesperson qualify for the outside sales exemption? ", "acceptedAnswer": { "@type": "Answer", "text": "No. If a salesperson works primarily from an office using a telephone or computer, they do not qualify as an outside salesperson. This is true even if their job duties are otherwise identical to those of a field representative. (Reference: 02:42)" } }, { "@type": "Question", "name": "What are the requirements for the outside sales exemption? ", "acceptedAnswer": { "@type": "Answer", "text": "The employee's primary duty must be making sales away from the employer’s place of business. While there is no strict percentage test, they must regularly visit customers in person. Time spent in the office for follow-up work related to those outside visits generally counts toward the exemption. (Reference: 03:29)" } }, { "@type": "Question", "name": "Can inside sales employees be exempt under the administrative exemption?", "acceptedAnswer": { "@type": "Answer", "text": "Generally, no. Courts typically rule that sales work falls under "production" (producing the results of the business) rather than "administration" (running the business). Therefore, inside salespeople are usually entitled to overtime pay. (Reference: 06:24)" } }, { "@type": "Question", "name": "What is the Section 7(i) overtime exemption? ", "acceptedAnswer": { "@type": "Answer", "text": "This is a specific exemption for employees of retail or service establishments. To qualify, the employee’s regular rate of pay must exceed 1.5 times the minimum wage, and more than half of their total compensation must come from commissions. (Reference: 08:46)" } }, { "@type": "Question", "name": "What is the difference between a commission and a piece rate? ", "acceptedAnswer": { "@type": "Answer", "text": "A commission is usually a percentage of a sale's value or profit. A piece rate is a set payment for a unit of production, such as a flat fee per square foot of material installed. Unlike some commissioned roles, piece-rate workers are never exempt from overtime. (Reference: 12:10)" } }, { "@type": "Question", "name": "How do I calculate overtime for a commissioned employee? ", "acceptedAnswer": { "@type": "Answer", "text": "You must find the "regular rate" by dividing the total weekly commission by the total hours worked. You then owe the employee an additional half of that regular rate for every hour worked over 40. (Reference: 15:02)" } }, { "@type": "Question", "name": "Do stockbrokers and financial advisors get overtime? ", "acceptedAnswer": { "@type": "Answer", "text": "They can be entitled to overtime if they work primarily in an office and are not paid a guaranteed salary of at least $685 per week. High total earnings do not automatically make an employee exempt from overtime. (Reference: 18:56)" } }, { "@type": "Question", "name": "Can I deduct a loan repayment from an employee’s commission? ", "acceptedAnswer": { "@type": "Answer", "text": "Yes, provided there is a written, voluntary agreement. However, you must be careful not to deduct from the guaranteed salary portion of an exempt employee’s pay, as "busting" the salary can trigger a loss of the overtime exemption. (Reference: 33:10)" } }, { "@type": "Question", "name": "Can an employer change a commission plan retroactively? ", "acceptedAnswer": { "@type": "Answer", "text": "No. A commission plan is a contract. You can change the terms for future sales by providing written notice, but you cannot legally reduce the commission rate for sales that have already been completed. (Reference: 37:30)" } }, { "@type": "Question", "name": "Can I withhold commissions if an employee leaves the company?", "acceptedAnswer": { "@type": "Answer", "text": "In many states, earned commissions cannot be forfeited upon termination. However, you can define in your contract that a commission is not "earned" until the company actually receives payment from the customer. 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