Posts Tagged FLSA
“I’ll take the overtime rule for $1,000, Alex.”
Wouldn’t it be great if Fair Labor Standards Act (FLSA) issues were only topics on a game show? If you were wrong, the value of the question would merely get deducted from your winnings.
You say overtime; I say comp time.
The U.S. Department of Labor (DOL) is fighting a court ruling that put new FLSA (Fair Labor Standards Act) overtime regulations on hold. Last month, a district court in Texas issued a nationwide preliminary injunction blocking the DOL’s final rule that sought to raise the required salary level to qualify for white collar exemptions.
On December 1, the final Fair Labor Standards Act (FLSA) overtime rule was set to go into effect, but 10 days ago, a Texas district judge issued a preliminary injunction halting the rule. Although it is possible that the government’s appeal of the injunction could succeed, it’s more likely that any changes to the overtime rules will wait for the incoming administration.
Today, the final Fair Labor Standards Act’s (FLSA) overtime rule was set to go into effect, but 10 days ago, a Texas district judge issued a preliminary injunction halting the rule. Although it is possible that the government could successfully appeal the decision, it’s more likely that any changes to the overtime rules will wait for the incoming Administration.
Since the U.S. Department of Labor finalized changes to the Fair Labor Standards Act (FLSA) overtime rules in May, I’ve been travelling across the country providing educational seminars to business owners, and HR and finance leaders on the looming changes.
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.
Part-Time Exempt Under the New Regulations
A lot of HR managers are concerned about how the new regulations will affect their compensation of “Part-time Exempt” employees. I would like to take this opportunity to say: “Don’t sweat it!”
By Tiffany Bloyer
It isn’t every day when a Human Resources Director from a small local government in Pennsylvania travels to Washington, DC. But, that opportunity presented itself to me and two other HR advocates earlier this month.
In 2004, there were significant changes to the parts of the FLSA that addressed overtime exemptions and 12 years later, we’re going to see some more changes…probably as soon as May 2016!
What will these changes look like?
The rule is not final, so we don’t know for sure yet; but it is likely that the changes will:
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.