Hi Sue. The length of the subject is not the issue per se. We can use the longer subject lines without an issue. However, when we do use the longer subject line, the body of the email looks like the following. With the shorter email subject, the body comes across just fine.
=?utf-8?Q?nd?=
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Date: Thu, 17 Feb 2011 16:28:36 -0800
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DOL’s Wage & Hour Enforcement Budget Bucks the Trend
While Congress and the Obama Administration take turns proposing one
bud=
get cut after another, a newly released budget proposal from the
Department=
of Labor’s (DOL) Wage & Hour Division (WHD) strongly bucks the
budget
=
axe trend. In this proposal, the DOL has requested an increase to its
number of Wage & Hour enforcement personnel, seeki=
ng to add 107 new Inspectors. (See page 9 of the report).
In its justification for the increase, the DOL states:
“To support the Department’s theme of expa=
nding efforts to deter and detect worker misclassification WHD proposes
an
=
increase of 107 FTE and $15,223,000 as part of an initiative to detect
and
=
deter the inappropriate misclassification of employees as independent
contr=
actors and strengthen and coordinate Federal and State efforts to
enforce
l=
abor violations arising from misclassification….
The requested funding level will allow WHD=
to employ approximately 1,200 investigator FTE - approximately 15
percent
=
more than employed at the FY 2010 level. The sum total increase in
staffing=
will enable the agency to continue to provide customer service to
complain=
ants, to expand complaint investigations to address industry-wide or
corpor=
ate-wide compliance issues and to conduct a higher number and percentage
of=
directed investigations targeted at misclassification issues.” (Id.,
pages=
19-20)
Employers hoping that the wage and hour litigation crisis would finally
=
start to ease need to buckle their seat belts. 2011 looks certain to
bring
=
increased enforcement and more lawsuits. While claims in the past have
focu=
sed on off-the-clock work and failure to pay overtime, it appears that
the
=
DOL will now also be focusing on employers’ use of independent
contractors.=
It’s critical that organizations review their use of independent
contrac=
tors, and work with counsel to ensure compliance with both state and
federa=
l laws. Of course a review of all your other wage and hour and pay
practice=
s is extremely important as well. These misclassification claims will
not
r=
eplace other wage and hour compliance challenges. They are simply
another
p=
iece of a litigation pie that is continuing to grow as a whole.
One of the most effective solutions to both prevent missteps, and to
hel=
p establish a robust litigation shield, is regular wage and hour
training
for all employees and man=
agers. This is an area where your workforce is truly lacking some of the
mo=
st basic knowledge to keep your organization out of the crosshairs of
the
D=
OL, state enforcement agencies, and the plaintiffs bar.
You have received this message because you have chosen to
be periodically updated to new posts on ELT, Inc..
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—B_ALT_4d5dbd35024e8
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<body>
<h1>DOL’s Wage & Hour Enforcement Budget Bucks the Trend</h1>
While Congress and the Obama Administration take turns proposing one
bud=
get cut after another, a newly released budget proposal from the
Department=
of Labor’s (DOL) Wage & Hour Division (WHD) strongly bucks the
budget =
axe trend. In this proposal, the DOL has requested an
<em>increase<=
/em> to its number of Wage & Hour enforcement personnel,
seeki=
ng to add 107 new Inspectors. (<a
>See page 9 of the
(truncated for posting)