HR Morning
SEPTEMBER 24, 2019
.” The rule updates the earnings thresholds necessary to exempt executive, administrative, or professional employees from the FLSA’s minimum wage and overtime pay requirements, and allows employers to count a portion of certain bonuses (and commissions) towards meeting the salary level.
HR Bartender
MAY 22, 2016
Even with the reduction from the initial proposal, this is still more than double what the minimum salary currently is under the 2004 regulations. Specifically, employers can include non-discretionary bonuses, incentive payments and commissions to satisfy up to 10 percent (10%) of the minimum weekly salary.
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ComplianceHR
FEBRUARY 20, 2019
Would stipends be considered incentive pay? I was asked for pro-rating in 2004 and commenters asked again in 2016. In my opinion, DOL does not have authority for indexing (automatic increases to salary level without further notice and comment rulemaking), as I so stated in the preamble to the 2004 Final Rule.
The Employer Handbook
MARCH 8, 2019
This salary level was set in 2004. But, wait, there’s more (from the actual proposed rule ): In this rulemaking, the Department proposes to … allow the inclusion of certain nondiscretionary bonuses and incentive payments to count towards up to 10 percent of the standard salary level. territories.
Zenefits
JANUARY 21, 2020
Allows employers to use nondiscretionary bonuses and incentive payments that are paid annually to satisfy up to 10% of the standard salary level. Employers can now use nondiscretionary bonuses and incentive payments, including commissions, that are paid annually to satisfy up to 10% of the standard salary level.
ComplianceHR
FEBRUARY 20, 2019
Would stipends be considered incentive pay? I was asked for pro-rating in 2004 and commenters asked again in 2016. In my opinion, DOL does not have authority for indexing (automatic increases to salary level without further notice and comment rulemaking), as I so stated in the preamble to the 2004 Final Rule.
Affinity HR Group
NOVEMBER 14, 2019
On September 24, 2019, the DOL released the highly-anticipated final rule increasing the minimum salary level for “white-collar” and highly-compensated exempt employees for the first time since 2004. This must include a weekly salary of at least $684 that does not include nondiscretionary bonuses, incentive pay and/or commissions.
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