HR Counselor's Corner

MARCH 13, 2024

By Renee Mielnicki, Esquire Last Fall, the Department of Labor (DOL) proposed changes to wage and hour law that will impact most employers. The final rule, which could be out as early as next month, will create budgetary and compliance considerations for which companies need to prepare. their regular rate of pay.

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Cupa HR

NOVEMBER 8, 2023

On November 7, CUPA-HR, joined by 49 other higher education associations, submitted comments in response to the Department of Labor (DOL) Notice of Proposed Rulemaking (NPRM) to update the Fair Labor Standards Act (FLSA) overtime regulations.

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Cupa HR

AUGUST 30, 2023

On August 30, the Department of Labor (DOL) announced a new proposed update to the salary threshold for the “white collar” exemptions to the Fair Labor Standards Act’s (FLSA) overtime pay requirements. For more information, DOL issued a FAQ document addressing the changes in the proposed rule.

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Replicon

SEPTEMBER 18, 2023

United States: Department of Labor Proposes to Increase Salary Threshold for White Collar Exempt Employees Recently, the Wage and Hour Division (WHD) of the U.S. This means they are not covered by the minimum wage, overtime, and certain recordkeeping requirements of the law.

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i4cp

MAY 2, 2016

For nearly 100 years, the Fair Labor Standards Act (FLSA) has provided legal guidance on the treatment of primarily non-exempt workers with regard to minimum wage and overtime. The DOL will finalize and release final regulations in July 2016 with a 60-day grace period allowing employers to comply. What isn’t changing?

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Workable

DECEMBER 3, 2019

First, the nuts and bolts: the FLSA overtime rule (Fair Labor Standards Act) clarifies which workers are eligible to receive payment for overtime work. Exempt employees aren’t eligible for overtime pay, while non-exempt employees are. Who is exempt from overtime pay? How does the overtime rule work?

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Extensis

OCTOBER 7, 2019

The Department of Labor has released their final rule that makes some important updates to overtime pay in the United States under the Fair Labor Standards Act (FLSA).

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Visier

MAY 31, 2016

Today, HR leaders across the country are being asked by their C-suites and Boards if they can avoid the millions of dollars in overtime costs their organizations are now at risk of incurring — thanks to new overtime rules passed by the Department of Labor — without negatively impacting business objectives.

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HR Daily Advisor

OCTOBER 22, 2018

Department of Labor (DOL) is on its way to issuing a new rule to determine what workers are eligible for overtime pay, and employers are expected to see a salary threshold higher than the one that’s been in place since 2004 but considerably lower than the one previously sought. Likely New Threshold.

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HR Bartender

JULY 14, 2015

Department of Labor (DOL) published its proposed changes to the overtime regulations under the Fair Labor Standards Act (FLSA). The overtime rule changes are significant and fall into two categories: salary basis and primary duties test. The DOL proposed changes are to #1. On July 6, 2015, the U.S.

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HRWatchdog

MARCH 14, 2019

New federal overtime rules are back. Department of Labor (DOL) announced a new proposed federal overtime rule that would increase the white-collar salary threshold for exempt executive, administrative and professional employees from $23,660 to $35,308 per year. How Is This Rule Different?

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Paycor

DECEMBER 16, 2019

On September 24, 2019, the Department of Labor issued its final ruling to increase the minimum salary threshold for executive, administrative and professional exemptions from $455 per week ($23,660 annually) to $684 per week ($35,568 annually). The new rule goes into effect January 1, 2020. Fact Sheet 17A.

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ExactHire

NOVEMBER 7, 2019

In late September, the Department of Labor (DOL) announced a final rule that made changes to the Fair Labor Standards Act (FLSA). While the news wasn’t exactly welcomed by business owners, they likely breathed a collective sigh of relief in regard to the overtime provisions of the FLSA. . What Are the changes to FLSA?

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Business Management Daily

SEPTEMBER 24, 2019

The white-collar overtime threshold will increase to $35,568 on Jan. 1, 2020, following approval of a final rule the Department of Labor says will make 1.2 million more Americans eligible for overtime pay. The DOL announced the new threshold on Sept. That equals weekly pay of $684.

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HRWatchdog

SEPTEMBER 25, 2019

The final rule will go into effect on January 1, 2020. Department of Labor (DOL) proposed an update to the federal overtime rules that would increase the salary threshold for employees that are exempt under the white-collar executive, administrative and professional exemptions. Approximately 1.3

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The Employer Handbook

MAY 24, 2019

The Society for Human Resource Management has commented on the United States Department of Labor ‘s proposed changes to the current overtime rules. Right now, anyone who earns less than $455 per week ($23,660 per year) in salary is overtime eligible. Updates to the salary threshold. Salary level. Duties Test.

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HRWatchdog

MAY 18, 2016

million white collar workers will become entitled to overtime pay when they work extra hours as a result of the new rule. Department of Labor (DOL) announced the highly anticipated federal overtime rule under the Fair Labor Standards Act (FLSA). The final rule is effective December 1, 2016. An estimated 4.2

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ConnecTeam

DECEMBER 20, 2017

Whatever you might think of the current overtime wage rules in the Fair Labor Standards Act, their impact on the US employment market cannot be ignored. These changes to the policies set by the DOL affect millions of employees and employers nationwide, and ignoring them can get businesses into a lot of legal trouble.

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HR Morning

SEPTEMBER 13, 2017

While the Obama-era changes to the DOL overtime rule had been on life support for some time, a recent court ruling officially euthanized the controversial changes. That means HR pros can officially scrub the $47,476 salary threshold from their collective memories. How we got here. It all started last summer.

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The Employer Handbook

JUNE 15, 2021

I still get a kick out of people using the term “salary exempt,” as in, we pay that employee a salary, so s/he isn’t eligible for overtime. Under the Fair Labor Standard Act , a salary is just one of several components of an overtime exemption. Except, that could be changing soon.

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The Employer Handbook

OCTOBER 29, 2019

The threshold will increase to $39,832 on Jan. 1, 2021, followed by $47,892 in 2022, extending overtime eligibility to 370,000 workers and up to 460,000 in four years. The threshold will increase to $39,832 on Jan. Department of Labor’s missed opportunity to update overtime rules in 2016.

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Paycor

JULY 6, 2018

If you were like most employers, you were left scrambling in a panic, trying to navigate the Department of Labor’s (DOL) recently proposed overtime rule changes. Here’s a recap of the original rule proposal, what transpired and a look at what potentially lies ahead. What Was the Proposed Overtime Rule?

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Zenefits

JANUARY 21, 2020

For the first time in 15 years, the federal government has updated the rules regarding overtime pay, causing more than one million more workers to qualify for the premium pay. In the final rule , the Department of Labor (DOL): Raised the “standard salary level” from the previously enforced level of $455 a week to $684 per week.

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Engage PEO

SEPTEMBER 30, 2019

The Department of Labor (DOL) recently released its much anticipated final changes to the federal overtime regulations governing white collar workers. The DOL announced an increase in the salary threshold for white collar exemptions to $35,568 per year from $23,660, effective January 1, 2020.

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HR Morning

MAY 18, 2016

Is the DOL’s new overtime rule going to be a burden for businesses? To be clear, we’re not saying employers should be excited for the rule. Rather, if you were expecting the final rule to be as daunting to comply with — or worse — than the proposed rule , there are some things to be happy about.

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HR Daily Advisor

JULY 26, 2017

Employers will get the opportunity to offer feedback on changes to the regulation governing which workers are eligible for overtime pay after the U.S. Department of Labor (DOL) published a Request for Information (RFI) in the Federal Register on July 26. Implementation of the rule would have added approximately 4.2

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HR Digest

APRIL 25, 2019

Raises the salary threshold from $455 per week ($23,660 per year) to $679 per week ($35,308 per year). The 2019 rule is expected to affect the exempt status of more than 1 million employees. million Americans who work more than 40 hours a week eligible for overtime pay. There are exceptions to this rule.

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Zenefits

MARCH 2, 2022

How you classify your workers determines whether they are eligible for overtime pay. Nonexempt employees must receive overtime pay for any hours worked beyond 40 in a workweek. In some states, such as California, employers must also pay overtime for hours employees work beyond eight hours in any day. times their regular rate.

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Mitrefinch

OCTOBER 9, 2019

legislation to regulate a mandatory number of paid vacation days per year, overtime hours also play an important part in increased labor costs for U.S.-based hours per week , which meant that tens of thousands of employers around the country paid overtime wages to their workforce. What do the New Overtime Rules Stipulate?

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HRWatchdog

MARCH 22, 2019

Department of Labor (DOL) announced a new, proposed federal overtime rule that would increase the white-collar salary threshold for exempt executive, administrative and professional employees from $23,660 to $35,308 per year. As reported earlier , the U.S. Comment Now. The 60-day comment period has begun!

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Auxillium West

NOVEMBER 10, 2019

Department of Labor (DOL) announced its Final Rule, updating the minimum salary necessary for an executive, administrative or professional employee to be exempt from overtime pay requirements. Based on these revisions to the federal overtime rules, the DOL anticipates 1.3 On September 24, 2019, the U.S.

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ComplianceHR

FEBRUARY 20, 2019

Probably not, under the definition in the 2016 Final Rule. DOL declined both times as doing so is unnecessary as, by definition, part-time employees do not work over 40 hours per week, and thus are not due any overtime. What is the potential for indexing and does DOL have the authority for indexing?

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HR Morning

JUNE 24, 2016

Turns out there’s more to the FLSA’s overtime exemption rule changes (and salary threshold) than meets the eye. A former DOL administrator recently opened a lot of employers’ eyes with what she had to say about the new rule. . But she warned not to do that. It’s a week-by-week test.

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Affinity HR Group

NOVEMBER 14, 2019

Often, they classify employees, such as CSRs and inside sales professionals, as exempt and salaried when, in fact, the law requires that they be paid hourly and eligible for overtime. Non-exempt employees must be paid at least minimum wage for all hours worked and overtime for more than 40 hours worked in a work week. Next Steps.

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Engage PEO

MARCH 8, 2019

On March 7, 2019, the Department of Labor (DOL) formally proposed its much anticipated changes to the federal overtime regulations governing white collar workers. The DOL proposed an increase in the salary threshold for white collar exemptions to $35,308 per year from $23,660.

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Abel HR

FEBRUARY 27, 2020

Last fall, the US Department of Labor issued a final rule that just went into effect on the first of this year that would raise the minimum salary threshold that workers must be paid in order to be exempt from overtime requirements. To read the original announcement from the DOL in full, click here.

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HRWatchdog

FEBRUARY 24, 2017

California employers should continue to follow the California salary test until the fate of the federal overtime rules are determined. The Department of Labor (DOL) was granted an extension until May 1, 2017, to form its position and file its briefs regarding the legitimacy of the new federal overtime rules.

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