Some employers are confused about how their exempt employees can maintain exemption status when the company has clients that are billed for labor on an hourly basis.
Posts Tagged Non-Exempt
The first thought that went through my mind when the Department of Labor (DOL) issued its final rule on changes to the overtime exemptions under the Fair Labor Standards Act (FLSA) was this: DOL missed a real opportunity to create a rule that works for both employees and employers.
Sometimes, employers have to send hourly workers on trips, and then get all stupefied because they don’t know how to pay them. They either think that they have to pay them for 24 hours a day while traveling or that they can pay them the same amount they’d always paid them. Truth is both could be true depending on the circumstances.
Those are abnormal circumstances. Here’s what most employers need to know.
The winter season, especially when it snows, uncovers certain familiar things, like snow blowers, snow shovels, gravel-like salt, muscle strain, power outages, and questions about the effects of inclement weather on pay.
One common question managers have after a heavy snowfall goes like this.
“If we close due to bad weather conditions, and employees cannot get to work, do we have to pay them?”
We have heard it before. The proposed regulatory changes to the white collar exemption are “imminent.” And, then they were delayed.
Well, the regulations were sent by the DOL to the OMB. The conventional wisdom is that they will be published on June 18, 2015 (I suspect so the DOL can say “Spring”).
We know the purpose and effect of the proposed regulations will be to increase the number of individuals who are non-exempt. At a minimum, exempt status will carry a heavier price tag.