In May last year, the United States Department of Labor (DOL) released final regulations that modified certain provisions of the Fair Labor Standards Act (FLSA). Specifically, the final regulations increased the minimum salary required to be earned by an employee in order for that employee to be exempt from the FLSA overtime requirements.
While these regulations are in flux, the FLSA is here to stay! No changes have made, or even proposed, that affect the need to properly classify employees into exempt and non-exempt categories, pay overtime wages to non-exempt employees working more than 40 hours in a workweek, and a host of other FLSA requirements. And that’s just at the federal level. States and municipalities increasingly are entering the field and creating their own wage and hour requirements.
It’s natural to ask: What should my business be doing?
Listen to our event and get critical insights on things your company should consider as the new overtime rules are put on hold.
During this webcast, you will learn about:
- Rapidly assessing what actions to take and what actions are possible
- Why you should start tracking time now
- Reviewing job duties and descriptions to ensure that employees are properly classified
- How to communicate any changes to your employees