Now that the final ruling has been issued by the Department of Labor (DOL), millions more employees will be reclassified as non-exempt – which means employers will have more rules to be aware of in order to properly pay these employees.
Under the new regulations, which go into effect on December 1st, the minimum salary requirements for exempt status under the FLSA (Fair Labor Standards Act) will be increasing from $23,660 per year to $47,476 per year (or $913 per week). This means any employee making less than $913/week will now be entitled to overtime if they work more than 40 hours in a week.
After the DOL Ruling: Paying Your Employees Properly Webinar
Join us for this free informative session, where we will be providing guidance on:
- Determining “hours worked” for overtime purposes
- Understanding what types of pay must be included in the rate for overtime
- Determining if employees must be paid for travel time, on-call time, break time, etc.
- Understanding the rules about different methods of pay and how overtime is calculated (with examples)
