The Fair Labor Standards Act (FLSA) specifies standards for minimum wage and overtime pay as well as restricts the age when children can begin working. It requires employers to pay covered employees who are not otherwise exempt at least the federal minimum wage and overtime after 40 hours of work in a workweek of one-and-one-half-times their regular
The new FLSA ruling has many businesses needing to reclassify employee status to accommodate the new minimum salary level eligible for overtime pay. And, if this weren’t enough, companies are now finding it even more challenging explaining to an exempt employee that their position is going to be reclassified.
By now you’ve been inundated with enough information around the FLSA overtime changes your mind is spinning. From the new legislation to expert recommendations, the thought of all the extra work implementing new overtime policies may have you scratching your head in wonder…can this really be done?
The Department of Labor (DOL) estimates that the new Fair Labor Standards Act (FLSA) overtime rule will extend coverage to 4.2 million workers across the country in 2016. Approximately 469,000 of the newly eligible are located in the Northeast. How many of these people do you employ
#Hashtag everything. It’s an obvious sign of how times have changed (and an evolved language of a younger generation). Another sign of the times are significant updates to the FLSA that were just released – effective December 2016.
UPDATE 5/18: President Obama finalizes FLSA changes on salary and compensation levels for “white collar workers.” The new legislation aims to better define exemptions for executive, administrative, and professional personnel. For employers to be considered staff exempt, employees must meet certain minimum tests related to their primary job and be paid accordingly on a salary