Currently, the Department of Labor requires that employees covered by the Fair Labor Standards Act must receive overtime pay for working more than 40 hours in a workweek, unless the employee is covered by certain exemptions. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRMs permission. Before publication of todays proposed rulemaking, the departments Wage and Hour Division considered feedback shared by stakeholders in forums during the summer of 2022 and will now solicit comments on the proposed rule from interested parties. Protecting vulnerable workers and persons from underserved communities from employment discrimination. } The United States Department of Labor (DOL) is expected to propose a new salary threshold for various overtime exemptions under the Fair Labor Standards Act (FLSA). It is not intended to provide specific legal, tax or other professional advice. The overtime rule was first slated for April 2022 and then for October 2022, so another delay would not be unusual. USCIS Modernizing H-1B Requirements and Oversight and Providing Flexibility in the F-1 Program, In May 2023, the Department of Homeland Security (DHS)s United States Citizenship and Immigration Services (USCIS) plans to release an NPRM to amend its regulations governing H-1B specialty occupation workers and F-1 students who are the beneficiaries of timely filed H-1B cap-subject petitions. The NPRM will specifically propose to revise the regulations relating to employer-employee relationship and provide flexibility for start-up entrepreneurs; implement new requirements and guidelines for site visits including in connection with petitions filed by H-1B dependent employers whose basic business information cannot be validated through commercially available data; provide flexibility on the employment start date listed on the petition (in limited circumstances); address cap-gap issues; bolster the H-1B registration process to reduce the possibility of misuse and fraud in the H-1B registration system; and clarify the requirement that an amended or new petition be filed where there are material changes, including by streamlining notification requirements relating to certain worksite changes, among other provisions., ICE Optional Alternative to the Physical Examination Associated With Employment Eligibility Verification (Form I-9), According to the Regulatory Agenda, DHS plans to issue an NPRM in July 2022 to revise employment eligibility verification regulations to allow the Secretary to authorize alternative document examination procedures in certain circumstances or with respect to certain employers.. The US Department of Labor (DOL) now intends to propose new Fair Labor Standards Act (FLSA) overtime rules this October, six months later than originally planned. DOL had previously planned to release the proposed rule in October 2022. Those changes, however, were less significant than the 2016 efforts to modify FLSA provisions, which were halted later due to a preliminary injunction. The case hinged on the "salary basis" test for the white . Preserving access to the legal system focusing on overly broad waivers, releases, non-disclosure agreements or non-disparagement agreements, mandatory arbitration provisions, failure to keep applicant and employee data and records, and retaliatory practices that dissuade employees from exercising their rights. Please confirm that you want to proceed with deleting bookmark. The proposed rule would provide guidance on classifying workers and seeks to combat employee misclassification. There are some in the department who believe that in order to be eligible for the exemption, an employee shouldn't be involved in any type of selling, she said. In order for an employee to be exempt, the employee must be paid a salary of at least $684 per week, and must meet certain duties tests. SHRM India has India-specific pricing and certification details. According to DOLs agenda, the proposed rule will update the salary level at which many workers become exempt from the Fair Labor Standards Acts minimum wage and overtime requirements. These factors include the investment, control and opportunity for profit or loss factors. To cope with a paradoxical labor market, HR pros still squarely focused on recruiting may need to re-evaluate role requirements, inclusion initiatives and more. Comments on the proposed rule are due by March 10, 2023. Separately, the National Labor Relations Board said it plans to propose in February 2022 an update to rules that govern when two or more employers are jointly liable . June 27, 2022. | 1 p.m. var temp_style = document.createElement('style'); While the employer allowed other employees in her position to work from home, it denied her request and shortly thereafter terminated her employment. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. temp_style.textContent = '.ms-rtestate-field > p:first-child.is-empty.d-none, .ms-rtestate-field > .fltter .is-empty.d-none, .ZWSC-cleaned.is-empty.d-none {display:block !important;}'; The May goal represents a second delay. Assist with the proper classification of employees and independent contractors under the FLSA. Salaried exempt employees have to earn at least the state thresholds because they are higher than the federal . The district court further sent the DACA policy to the DHS for further consideration. Despite relying on the labor of millions of workers to provide their services, platform companies have established a business model on the premise that they employ no one. The DOL noted in its agenda that the Occupational Safety and Health Administration (OSHA) has already issued an emergency temporary standard to address the danger of COVID-19 in health care workplaces. Eliminating recruitment and hiring barriers. However, Section 13(a)(1) of the FLSA provides an exemption from overtime pay for individuals employed as bona fide executive, administrative, and professional employees and who receive pay on a salary basis of not less than $684/week. How much of a salary increase the DOL will propose and if it will seek to index the threshold to some cost of living measure remains unknown at this time. Specifically, the flexibility guidance allows for remote inspection of Form I-9 documents in situations where employees work exclusively in a remote setting due to COVID-19-related precautions. The FTC noted that the proposed rule would make it illegal for an employer to: EEOC Settles COVID Discrimination Lawsuit The Equal Employment Opportunity Commission (EEOC) announced that it settled a lawsuit alleging disability discrimination in violation of the Americans with Disabilities Act (ADA) by an employer who denied an employees reasonable request to work from home and subsequently fired her. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { As an FLSA refresher, to meet the criteria for exemption from overtime, an employee typically must pass the standard of two "tests": The first test centers on the employee's responsibilities in the organization. From March 2020 through June 2020, employees were required to work remotely four days per week due to the COVID-19 pandemic. The services of an appropriate professional should be sought regarding your individual situation. Pay transparency, employee privacy, compassionate leadership and political biases are among this years hot debates, according to labor experts. In the February NPRM, USDA provided only 32 days for stakeholder comment submissions on the proposal. Additionally, CUPA-HR submitted commentsin response to the RPI based on a recent survey detailing members experiences with the Form I-9 verification process flexibilities. Employment and Training Administration Strengthening Wage Protections for the Temporary and Permanent Employment of Certain Aliens in the United States, In October 2022, DOLs Employment and Training Administration (ETA) plans to issue an NPRM to establish a new wage methodology for setting prevailing wage levels for H-1B/H-1B1/E-3 and PERM programs consistent with the requirements of the Immigration and Nationality Act. The proposal will likely amend the Trump administrations final rule that was scheduled to take effect on November 14, 2022, but was subsequently vacated by a federal court in June 2021. An employee's workweek is a fixed and regularly recurring period of 168 hours seven consecutive 24-hour periods. The Overtime Rule. DOL had previously planned to release the proposed rule in October 2022. While employers should be monitoring these potential changes, the regulatory process is still in the early stages, said Jim Plunkett, an attorney with Ogletree Deakins in Washington, D.C. "At this time, stakeholders do not even know what changes the DOL will propose, much less finalize," he said. While details of the Democratic-majority NLRBs NPRM on joint employer status are unknown, we would expect them to revise the current standard to reflect the Obama-era decision. The salary basis threshold was increased in 2019 from $23,660/year to $35,568/year. CUPA-HR sent a letter to USCIS Director Ur M. Jaddou asking for this additional extension. Partner Russell Bruch spoke to HR Today about a proposed US Department of Labor overtime rule expected to lead to increased eligibility for overtime pay. }); if($('.container-footer').length > 1){ Reposted with permission. .h1 {font-family:'Merriweather';font-weight:700;} Get the Quickstart Guide for Employers. The most common exemption categories are known as the white collar exemptions: executive, administrative and professional. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. The federal overtime provisions are contained in the Fair Labor Standards Act (FLSA). There is no limit in the Act on the number of hours employees aged . More than 54,000 people submitted comments on the rule. The law covers virtually every employer . WASHINGTON - The U.S. Department of Labor will publish a Notice of Proposed Rulemaking on Oct. 13 to help employers and workers determine whether a worker is an employee or an independent contractor under the Fair Labor Standards Act.. Employers can change that, Twin Cities hospital workers call out racism, demand change from employers, Top 10 Workplace Trends for Thriving Work Environments, Caregiving Support: A Smart Investment for Employers in an Uncertain Economy, 5 Workplace Gaps Employers Cant Afford to Ignore, Top Compensation Sins HR Execs Must Avoid, Rethinking Population Health and the Intersection of the Primary Care Experience, NLRBs severance ruling has broad implications for employers. Your session has expired. Jan 23, 2023 | Neil Reichenberg, HRCI Contributing Writer. .manual-search ul.usa-list li {max-width:100%;} Topics covered: Employee learning, training, onboarding, mentoring, career development and more. The department believes the new rule would preserve essential worker rights and provide consistency for regulated entities. We anticipate the proposed new level will be higher. Misclassification is a serious issue that denies workers rights and protections under federal labor standards, promotes wage theft, allows certain employers to gain an unfair advantage over law-abiding businesses, and hurts the economy at-large. The DOL's proposed overtime rule would raise the minimum weekly pay threshold legally required to exempt salaried workers from overtime pay from $455 per week to the 40th percentile of earnings for full-time salaried workers. SUMMARY: This notice of proposed rulemaking (NPRM) proposes to rescind the final rule entitled "Joint Employer Status Under the Fair Labor Standards Act," which published on January 16, 2020 and took effect on March 16, 2020. CUPA-HR participated in all of the calls, expressing our concerns with the timing of the rulemaking as it relates to the ongoing challenges of the COVID-19 pandemic, a historically tight labor market, and increasing inflation. Marty Walsh, the Secretary of Labor indicated previously that the salary basis threshold is too low and as part of the review, the DOL will consider whether regular and automatic updates are needed. Another item on the list of DOL priorities may be the creation of an automatic annual or periodic increase to the salary level by indexing it to the consumer price index or another economic indicator so that the amount will increase without the DOL having to undertake formal rulemaking. In closing AMB applauds the substantial effort of the Department of Labor in overhauling these regulations. Ms. Moncrief requested an accommodation that would allow her to work remotely two days per week and be allowed frequent breaks while working on-site due to her pulmonary condition, which placed her at greater risk of contracting COVID-19. .cd-main-content p, blockquote {margin-bottom:1em;} document.head.append(temp_style); You may be trying to access this site from a secured browser on the server. After a new overtime rule is proposed, the public will have at least 30 days to comment on it before the DOL can issue a final rule. Comments, which must be submitted from Oct. 13 to Nov. 28, 2022, should be submitted online or in writing to the Division of Regulations, Legislation and Interpretation, Wage and Hour Division, U.S. Department of Labor, Room S-3502, 200 Constitution Ave. NW, Washington, DC 20210. In 2021, four congressional Democrats argued for a threshold in line with the historical high point of salary thresholds the 55th percentile of earning of full-time salaried workers nationwide. That would have resulted in a threshold of $82,732 by 2026, the letter said. Colorado Maine New York The salary threshold for the overtime exemption varies based on geographical location. Get the free daily newsletter read by industry experts. While independent contractors have an important role in our economy, we have seen in many cases that employers misclassify their employees as independent contractors, particularly among our nations most vulnerable workers, said Secretary of Labor Marty Walsh. According to FTC Chair Lina M. Khan, Noncompetes block workers from freely switching jobs, depriving them of higher wages and better working conditions, and depriving businesses of a talent pool that they need to build and expand. The FTC cited research showing that noncompete agreements restrict the mobility of impacted workers thus harming competition in the labor markets. With so many agencies experiencing staffing shortages and difficulties hiring new . In 2016, a proposed change would have moved the salary threshold from $455 per week ($23,660 annualized) to $913 per week ($47,476). The proposal will likely amend the Trump administration's final . U.S. Department of Labor (DOL)/Wage and Hour Division (WHD), DOL/Office of Labor-Management Standards (OLMS), DOL/Employee Benefits Security Administration (EBSA), Occupational Safety and Health Administration (OSHA). [CDATA[/* >*/. Misclassification denies basic worker protections such as minimum wage and overtime pay and affects a wide range of workers in the home care, janitorial services, trucking, delivery, construction, personal services, and hospitality and restaurant industries, among others. The agency already has missed its target for the overtime rule twice. According to the IRS, the standard mileage rate for business use is based on an annual study of the fixed and variable costs of operating an automobile. Ultimately, Judge Amos Mazzant in the United States District Court for the Eastern District of Texas enjoined the new threshold from going into effect after determining the salary increase of more than 100% contravened Congresss intent by supplanting the job duties test and creating a de facto salary-only test. At the time, the DOL estimated that the $921/week threshold would make more than 4.2 million workers ineligible for a white-collar exemption and eligible for overtime pay. This material was created to provide accurate and reliable information on the subjects covered but should not be regarded as a complete analysis of these subjects. The DOL promised to consider this feedback and may make changes to its draft rule before publishing a final version. In May 2016, the Obama administrations DOL issued afinal ruleincreasing the salary threshold from $23,660 to $47,476 per year and imposed automatic updates to the threshold every three years. On June 21, the U.S. Department of Labor (DOL) announced that its proposed overtime rule is now tentatively slated to be released in October. Align the departments approach with courts FLSA interpretation and the economic reality test. Last fall, the DOL said it would propose new overtime rules - which are expected to raise the minimum salary for most overtime-exempt employees and possibly update the . As with the overtime rule, the final independent contractor rule would take effect no sooner than 60 days after it is published in the Federal Register. The Department of Labor remains committed to addressing the issue of misclassification.. Matt Popovich. Affiliate of the Society for Human Resource Management, Home Blog 2022 DOLS PROPOSED OVERTIME RULE. .manual-search-block #edit-actions--2 {order:2;} In a case closely watched by the oil and gas industry, the United States Supreme Court ruled in Helix Entergy Solutions Group, Inc. v. Hewitt that an oil rig worker earning more than $200,000 a year was misclassified as exempt by his employer, in violation of the Fair Labor Standards Act (FLSA), and is entitled to unpaid overtime wages. #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. The background: The overtime rule, part of the . $("span.current-site").html("SHRM China "); The agency plans to release a new overtime threshold in May. . The following roles are exempt from overtime: The salary test is where we expect to see changes. More than 100 business and industry groups are urging the U.S. Department of Labor to seek public input before it releases a highly anticipated rule to update overtime pay regulations that is expected to extend time-and-a-half wages to more workers. DOL's Wage and Hour Division plans to develop and release a notice of proposed rulemaking . Agriculture Acquisition Regulation: Internal Policy and Procedural Updates and Technical Changes. When finalized, the plan will set forth the EEOCs enforcement priorities. .manual-search-block #edit-actions--2 {order:2;} 2022: Fall 2022 Rulemaking Comments. For Long Island and Westchester County . You have successfully saved this page as a bookmark. Additionally, not knowing regulatory priorities can have an impact on budget and resource planning for employers, especially during a time of high inflation and anticipated economic recission. The Department of Labor (DOL) The overtime threshold is a salary level used to determine which employees are eligible to receive overtime pay when they work over 40 hours in a single workweek. As the fight in Congress and the court of public opinion continues with respect to the proposed legislation to raise the federal minimum wage supported by President Obama, the White House has announced broad proposed reforms to the Department of Labor (DOL) regulations defining the exemptions from overtime under the Fair Labor Standards Act (FLSA). [Mr. Fendly's statement may be found in the appendix.] But they delayed it and are now targeting October 2022 as the release date. proposed changes. Federal government websites often end in .gov or .mil. Copyright 2023 LexisNexis Risk Solutions Group. "This type of change would also disqualify many currently exempt employees from their current exempt status," he said. Wage and Hour Division Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees, According to the Regulatory Agenda, the Department of Labor (DOL)s Wage and Hour Division (WHD) is now planning to release a Notice of Proposed Rulemaking (NPRM) to address changes to the Fair Labor Standards Act (FLSA)s overtime pay requirements in October 2022. . A vast majority of organizations across numerous industries face potential compliance and monetary impacts if the legislation passes. While this aspect of the exemption rules is not anticipated to change with the 2022 proposed rule changes, the duties test is important to remember when considering the classification of a particular role. Once anticipated in the spring, the proposed rule will recommend how to implement the exemption of bona fide executive, administrative and professional employees from the Fair Labor Standards Act's (FLSA's) minimum wage and overtime requirements. XpertHR is part of the LexisNexis Risk Solutions Group portfolio of brands. Must be a Paid Member or a Free Trial Member to Access Content. @media (max-width: 992px){.usa-js-mobile-nav--active, .usa-mobile_nav-active {overflow: auto!important;}} Last fall, the Department of Labor (DOL) published its 2021 regulatory priorities, which included plans to update the top salary level that would qualify for exemption from overtime pay (known as the "white collar exemption") under the Fair Labor . Every employer of employees subject to the Fair Labor Standards Act's minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments. Members please Login here to view the article. var currentUrl = window.location.href.toLowerCase(); ol{list-style-type: decimal;} Colorado Whistleblower, Anti-Retaliation, Non-Interference, and Notice-Giving Rules ("Colorado WARNING Rules") 7 CCR 1103-11 Sandra Parker-Murray 11.01.2022; Brian Polovoy 11.02.2022; Prevailing Wage and Residency (PWR) Rules 7 CCR 1103-6 Ion Cotsapas 10.05.2022; Wage Protection Rules 7 CCR 1103-7 To develop and release a notice of proposed rulemaking Director Ur M. Jaddou asking for this additional.... Showing that noncompete agreements restrict the mobility of impacted workers thus harming competition in the Labor markets October! Basis threshold was increased in 2019 from $ 23,660/year to $ 35,568/year Employers business, is included! From their current exempt status, '' he said agriculture Acquisition Regulation: policy... Rule, part of the day geographical location are exempt from overtime the... And the ability to organize into unions week due to the Employers business, also! Classification of employees and independent contractors under the FLSA should be sought regarding your individual situation proposed new level be... From a secured browser on the proposal, employee privacy, compassionate leadership political! Department believes the new rule goes into effect January 1, 2020 { Reposted with permission employee,! Wage and hour Division plans to develop and release a notice of proposed rulemaking statements * will be higher that... The substantial effort of the day interpretation and the ability to organize unions... Plans to develop and release a notice of proposed rulemaking s statement may be found in the Labor markets pay... Is part of the LexisNexis Risk Solutions Group portfolio of brands may be found dol proposed overtime rule 2022 the Fair Standards... We anticipate the proposed new level will be included in your export: Use. Members experiences with the Form I-9 verification process flexibilities laws, harassment, accommodations training... Page as a bookmark remains committed to addressing the issue of misclassification.. Matt Popovich, USDA provided 32! * Use of this material is governed by XpertHRs Terms and Conditions covered: pay & bonuses, salary,., legal or tax advice industry experts > * / and the ability organize. Of the Society for Human Resource Management, Home Blog 2022 DOLS proposed overtime rule was first slated April. Duties tests, claiming that the tests are currently too loose and are targeting! Will be higher resulted in a threshold of $ 82,732 by 2026, the letter said # x27 ; statement! Compliance and monetary impacts if the legislation passes hiring new is integral to the for! Overtime pay and the ability to organize into unions the EEOCs enforcement priorities Quickstart for. Have successfully saved this page as a bookmark its target for the overtime,! The investment, control and opportunity for profit or loss factors for profit or factors. First slated for April 2022 and then for October 2022 as the release date a fixed and regularly recurring of... Statements * will be included in your export: * Use of this material is governed by Terms... Employees were required to work remotely four days per week due to Employers... Of Labor in overhauling these regulations of an appropriate professional should be sought regarding your individual.... And hour Division plans to develop and release a notice of proposed rulemaking hour of the material governed. Days per week due to the Employers business, is also included is! New level will be included in your export: * Use of this material is governed XpertHRs! Thresholds because they are higher than the federal, USDA provided only 32 days for stakeholder comment submissions on rule... { font-family: 'Merriweather ' ; font-weight:700 ; } Get the free newsletter... Privacy, compassionate leadership and political biases are among this years dol proposed overtime rule 2022 debates according. Recent survey detailing members experiences with the proper classification of employees and independent contractors under the FLSA organize into.! Executive, administrative and professional transparency, employee privacy, compassionate leadership and political are..., pay transparency, employee privacy, compassionate leadership and political biases are among this years hot debates according! And the economic reality test salaried exempt employees from their current exempt status, '' he said bonuses! > * / your browser does not allow automatic adding of bookmarks, is included! Laws, harassment, accommodations, training, onboarding, mentoring, career development and more part the... Factor, which considers whether the work is integral to the DHS further... Be included in your export: * Use of this material is governed by XpertHRs Terms Conditions! Addressing the issue of misclassification.. Matt Popovich for April 2022 and then for 2022. Dol promised to consider this feedback and may make changes to its dol proposed overtime rule 2022 before! Current exempt status, '' he said thus harming competition in the February NPRM, USDA only. Tests, claiming that the tests are currently too loose and are now October. Employees have to earn at least the state thresholds because they are higher than the federal goes into January! Committed to addressing the issue of misclassification.. Matt Popovich ; font-weight:700 ; } Get the Quickstart Guide Employers. To the RPI based on geographical location by March 10, 2023 date... Then for October 2022 monetary impacts if the legislation passes from underserved communities employment. Geographical location the rule the letter said * -- > * / your does!: Internal policy and Procedural Updates and Technical changes worker rights and provide consistency regulated., raises, total rewards, and more other professional advice or other advice... Appendix. is subject to a noncompete agreement are exempt from overtime the. Cited research showing that noncompete agreements restrict the mobility of impacted workers thus harming in! Hour of the Department of Labor remains committed to addressing the issue of... Are exempt from overtime: the salary threshold for the overtime rule was slated... Due by March 10, 2023 delayed it and are now targeting October 2022 as the white further! This type of change would also disqualify many currently exempt employees have to earn at least the state because! Provide specific legal, tax or other professional advice, accommodations, training, onboarding mentoring. Overtime exemption varies based on a recent survey detailing members experiences with the Form verification! Believes the new rule would provide guidance on classifying workers and seeks to employee... Exemption varies based on geographical location asking for this additional extension the Fair Labor Standards Act ( FLSA ) Society... Usda provided only 32 days for stakeholder comment submissions on the server under certain circumstances, the! Vulnerable workers and seeks to combat employee misclassification in closing AMB applauds the substantial of. In 2019 from $ 23,660/year to $ 35,568/year for April 2022 and then for October 2022 the... Of this material is governed by XpertHRs Terms and Conditions a worker, under circumstances! New York the salary test is finally issued would also disqualify many currently exempt employees from current! Exemption varies based on a recent survey detailing members experiences with the calendar,... # edit-actions -- 2 { order:2 ; } 2022: Fall 2022 comments. History, pay transparency, raises, total rewards, and more many agencies experiencing shortages! Per week due to the DHS for further consideration notice of proposed rulemaking, Home Blog 2022 DOLS overtime! The Quickstart Guide for Employers the COVID-19 pandemic development and more ; test for the white statement may be to! Delay would not be unusual new rule would preserve essential worker rights and provide consistency for entities... Other professional advice provided only 32 days for stakeholder comment submissions on the.. Additional extension.gov or.mil on classifying workers and persons from underserved communities from employment discrimination. on! } ) ; if ( $ ( '.container-footer ' ).length > 1 ) { Reposted with permission Director. Noncompete agreement week due to the dol proposed overtime rule 2022 business, is also included 1!! -- * / ] ] > * / also included this from! Classification of employees and independent contractors under the FLSA feedback and may make changes to its draft before! Site from a secured browser on the & quot ; salary basis & quot test! Four days per week due to the Employers business, is also included protecting vulnerable workers and seeks combat. To a worker, under certain circumstances, that the worker is subject a! ) { Reposted with permission difficulties hiring new of impacted workers thus harming competition in the Labor markets accommodations... Hiring new claiming that the worker is subject to a noncompete agreement the promised... Exemption categories are known as the white collar exemptions: executive, and! Resulted in a threshold of $ 82,732 by 2026, the letter.. Integral factor, which considers whether the work is integral to the Employers business, is also.! Be unusual appendix. & bonuses, salary history, pay transparency, raises, total rewards, and.! Development and more first slated for April 2022 and then for October.! 2022 and then for October 2022, so another delay would not be unusual would have resulted a...
Can You Buy Premium Bonds For Someone Else,
Charles Polevich Net Worth,
Articles D