Posts Tagged Exempt
Effective December 31, 2018, the minimum salaries to be exempt from overtime under New York State law under the executive and administrative exemptions were increased to the following amounts:
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.
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.
On June 30, 2015, the U.S. Department of Labor’s (DOL’s) Wage and Hour Division proposed sweeping changes to the regulations that govern the white-collar overtime exemptions, to include raising the minimum salary level for exemption to $50,440 annually. The DOL is expected to announce the final rule by July 2016.
2016 is shaping up to be a year of employee classification issues for employers. Between the classification problems within the gig economy and the Department of Labor’s (DOL’s) new overtime rules, many HR professionals’ “What keeps us up at night” list just got longer.
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?”
As you know, on July 6, 2015, the U.S. Department of Labor (DOL) published its proposed changes to the overtime regulations under the Fair Labor Standards Act (FLSA). Under the Act, to be exempt (from overtime), an employee must meet 3 requirements:
The employee must be paid a minimum weekly salary;
On July 6, 2015, the U.S. Department of Labor (DOL) published its proposed changes to the overtime regulations under the Fair Labor Standards Act (FLSA). The changes are significant and fall into two categories: salary basis and primary duties test. This post will focus on the minimum salary part of the proposal. We’ll address the primary duties test in a separate post.
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.