While employers should be monitoring these potential changes, the regulatory process is still in the early stages, said Jim Plunkett, an attorney with Ogletree Deakins in Washington, D.C. "At this time, stakeholders do not even know what changes the DOL will propose, much less finalize," he said. InHelix Energy, the employee undisputedly performed duties qualifying for the executive exemption and was paid enough to qualify as overtime exempt if his pay method qualified as a salary basis. The company paid him on a daily-rate basis, with no overtime compensation. Over the course of his employment, the employees pay ranged from $963 to $1,341 per day. The final rule is available at: https://www.federalregister.gov/documents/2019/09/27/2019-20353/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and. The Biden administration has signaled its desire to return to the approach attempted in 2016. Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. Overtime Pay Laws in New Jersey Under New Jersey state overtime laws, overtime pay at a rate of 1.5 times the employees hourly wage must be paid after 40 hours in a 7-day workweek. .manual-search ul.usa-list li {max-width:100%;} Does the Supreme Court have the stomach to tackle the super fun SECs Pay vs. The .gov means its official. Please enable scripts and reload this page. ET, Presented by studioID and Express Employment Professionals, Remote, hybrid work linked to more anxiety, depression, Employer pay strategies increasingly prioritize transparency and equity, Payscale finds, EEOC harassment guidance could be coming in the really short term, NLRBs severance ruling has broad implications for employers, Everything employers must know on employee development, Boost Employee Engagement with Small Moments of Joy at Work, Winning the War for Talent: Why On-Demand Pay Is Becoming the Must-Have Benefit to Get and Keep the Best Employees, Gen Z workforce struggling to cope with challenges of early careers, survey finds. var currentUrl = window.location.href.toLowerCase();
ADVANCED! In an April 2021 blog post, the DOL announced that it would seek liquidated damages to settle investigations prior to litigation. }); if($('.container-footer').length > 1){
Employees must be compensated on a salary basis to qualify for the FLSAs white-collar exemptions. Hewitt often worked 12 hours per day, seven days a week. Overtime pay is owed for every hour, or portion of the hour, that you work in excess of 40 hours in a work week. So you need to determine when your work week begins and ends. In a 2-week pay period, the first day of the pay period will likely be the first day of the work week. Seven days later will be the last day of the work week. While a federal judge has Like the FLSA, the Overtime Act obligates employers to pay one and one-half times an employees regular rate of pay for hours When the economy is unstable, employers are faced with difficult decisions around staffing, pay and benefits. The overtime threshold is a salary level used to determine which employees are eligible to receive overtime pay when they work over 40 hours in a single workweek. Since 2020, these federal overtime exemptions require a minimum salary of at least $684 per workweek. #block-googletagmanagerheader .field { padding-bottom:0 !important; } Exempt employees, on the other hand, do not qualify to receive overtime pay. @media (max-width: 992px){.usa-js-mobile-nav--active, .usa-mobile_nav-active {overflow: auto!important;}} From 2014 to 2017, Hewitt worked for Helix on an offshore oil rig, about 84 hours a week. .paragraph--type--html-table .ts-cell-content {max-width: 100%;} The department defined willfulness as 1) failing to follow advice from the Wage and Hour Division that conduct is not lawful or 2) failing to adequately inquire aboutwhether the conduct is in compliance with the FLSA. The .gov means its official. : Employer can sue New York over abortion anti-discrimination law. The current overtime threshold is $35,568 per year or $684 per week, which went into effect on January 1, 2020. .usa-footer .container {max-width:1440px!important;} Friday's announcements included few details about what the regulations might entail; more information and an invitation to comment are likely to come in the formal proposals. var temp_style = document.createElement('style');
Please log in as a SHRM member before saving bookmarks. Criminal Referrals and OSHA Violations, Part III: Industry Standards Oregon House Revenue Committee Set to Hear More About Pro-Taxpayer Buying or Selling a Small Business Government Contractor? McCutchen alsonoted that the DOL is regularly recovering double damagesor liquidated damagesonce again, after the Trump administration limited their use to when an employer acted in bad faith or willfully. The Hewitt court held that a well-compensated employee paid a daily rate, rather than a fixed weekly or monthly salary, was not exempt from the FLSA and its rules regarding overtime pay. The U.S. Department of Labor said it will review Fair Labor Standards Act regs that implement white-collar minimum wage and overtime exemptions and propose Before sharing sensitive information, make sure youre on a federal government site. One other item that may be in play is the duties test, Boonin added. A workweek doesnt need to be a calendar week for example, a Wednesday to Tuesday workweek would qualify. tip-sharing provisions,as well. Notably absent from the spring regulatory agenda is an entry for an FLSA independent-contractor rulemaking, given that a recent blog post on the DOL's website stated that such a proposal is in the works, Plunkett said. developing strategies to handle potential pay increases as well as submit public comments to DOL on the feasibility of any new threshold. A highly compensated employee is deemed exempt under Section 13(a)(1) if: Thus, for example, an employee may qualify as an exempt highly compensated executive if the employee customarily and regularly directs the work of two or more other employees, even though the employee does not meet all of the other requirements in the standard test for exemption as an executive. Its unclear just what threshold the Biden administration may propose. In response to these conditions, the Fair Labor Standards Act was passed in 1938, requiring employers to pay premium pay for each hour worked over 40 in a workweek. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely. The New York City Council Sets its Sights on Non-Profit Housing DOJ Announces New Voluntary Self-Disclosure Policy for U.S. Attorney Supreme Court: Salary, Not Daily Pay, Required for FLSA Overtime Time Is Money: A Quick Wage-Hour Tip on the Tip Credit, EDPB issues its Opinion on the EU-U.S. Data Privacy Framework, Hunton Andrews Kurths Privacy and Cybersecurity. How Modern Manufacturing Plants Can Protect Against Ransomware, FTC Will Host May 23, 2023, Workshop on Recyclable Claims and the Appellate Court Affirmed An Order Denying A Beneficiarys Request For An Overview of Why Class Action Privacy Lawsuits May Have Just Gotten Gold Dome Report Legislative Day 26 (2023). its fall 2021 regulatory agenda. The department instead could quickly raise the salary threshold to around$48,000 or $49,000, McCutchen said, but she thinks if the DOL "goes for too much, it will end up with nothing," saying that the department shouldn't let the perfect be the enemy of the good. The Trump administration implemented the last increase from $23,660 per year to $35,568 per year in 2019. Another item on the list of DOL priorities may be the creation of an automatic annual or periodic increase to the salary level by indexing it to the consumer price index or another economic indicator so that the amount will increase without the DOL having to undertake formal rulemaking. An agency spokesperson told HR Dive in an email Thursday that its Wage and Hour Division is still developing a proposed rule. The DOL noted in its agenda that the Occupational Safety and Health Administration (OSHA) has already issued an emergency temporary standard to address the danger of COVID-19 in health care workplaces. Generally speaking, the FLSA requires that covered nonexempt employees (i.e., employees who are ineligible for an exemption from the FLSA's minimum wage and overtime requirements) receive 1.5 times ("time-and-a-half") their "regular rate" of pay for each hour worked in excess of 40 in a single workweek. While many states follow the federal FLSA standards, some states have stricter overtime rules. These roles are typically based on a yearly salary whereas nonexempt workers are usually hourly. : Advanced Marketing Compels Trial on Arbitration in a TCPA Health Plans Gag Clause Attestations Due December 31, 2023. ol{list-style-type: decimal;} The Trump administration's 2020 overtime rule raised the salary threshold to $35,568 per year. Procedures on voluntary recognitionof unions. However, the district court temporarily stayed its order with respect to most individuals granted deferred action under the DACA policy on or before July 16, 2021, including with respect to their renewal requests. The answer was no.. The final rule is available at: https://www.federalregister.gov/documents/2019/09/27/2019-20353/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and. Please log in as a SHRM member. The regulations contain a special rule for highly compensated employees who are paid total annual compensation of $107,432 or more. Proposed Overtime Rule Now Projected to Come Out in Fall With the issuance of its spring regulatory agenda, the U.S. Department of Labor (DOL) announced Helix Energystill may be persuasive authority on the state level as well, as states (even including California) have looked to federal law to determine what constitutes being paid on a salary basis.. DOL Is Seeking Liquidated Damages and Civil Penalties. .h1 {font-family:'Merriweather';font-weight:700;} var currentUrl = window.location.href.toLowerCase();
@media only screen and (min-width: 0px){.agency-nav-container.nav-is-open {overflow-y: unset!important;}} If you earn more then the New Jersey minimum wage rate, you are entitled to at least 1.5 times your regular hourly wage for all overtime worked. Employers, to determine whether an employee qualifies for exemption. You are responsible for reading, understanding and agreeing to the National Law Review's (NLRs) and the National Law Forum LLC's Terms of Use and Privacy Policy before using the National Law Review website. The Supreme Court emphasized that Congress statutory choice not to categorically exempt high-earners from overtime undergirds how the HCE exemption works, by carving up the class of higher-income workers and exempting some of them. Along with the salary basis test, the overtime threshold is used to determine FLSA exemption, so a change to the threshold would mean recalculating the exemption status of all employees whose salaries fall under the new rule. The Biden administration has signaled its desire to return to the approach attempted in 2016. He previously served on the firms Executive and Financial Management Committees and currently sits on the firms Compensation Committee. Patricia's representative matters include the following: Representing over 4,000 Latino and African American teachers and former teachers in the Title VII racial employment discrimination class action against the New York City Board of Education. }
On July 16, 2021, the U.S. District Court for the Southern District of Texas vacated the June 2012 memorandum that created the DACA policy and permanently blocked the DHS from administering the DACA program and from reimplementing DACA without compliance with the Administrative Procedure Act. In fact, Walsh indicated in the June hearing that the DOL thinks the rule should be reviewedand possibly updatedregularly. "If you fail to ask whether someone could be exempt, you could be hit with penalties," she said. Reminder: High-Earning Exempt Professionals Must Be Paid a "True Gold Dome Report Legislative Day 24 (2023). Its important to correctly classify employees under the FLSA guidelines. Federal government websites often end in .gov or .mil. part 541 with an effective date of January 1, 2020. To avoid this mistake, familiarize yourself with the FLSA and current overtime provisions. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. Separately, the National Labor Relations Board. US Executive Branch Update February 27, 2023. At the end of last year, more than 100 unions and advocacy groups called on the DOL to raise the salary threshold for exempt workers to $73,551 per year and to $82,745 annually by 2026. As a result, the Courts new 6-3 decision inHelix Energy Solutions Group, Inc. v. Hewittconcluded that an employee paid over $200,000 a year but on a daily rate was eligible for overtime pay based on those high earnings. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. NLRA joint employment liability has seen similar debate in recent years. Members may download one copy of our sample forms and templates for your personal use within your organization. The Obama administration's 2016 overtime rule, which a Confidentiality and Non-Disparagement Agreements with Non-Supervisory USCIS Confirms It Will Accept Employment-Based I-485 Applications New Jersey Enacts Bill of Rights for Temporary Workers, DOJ Implements Nationwide Voluntary Self-Disclosure Program. Draft the To Each Their Own: Agency Must Consider Experience of Each Partner in CMS Updates List of Telehealth Services for CY 2023, What You Need to Know About the New Tariffs on Imports from Russia. document.head.append(temp_style); You may be trying to access this site from a secured browser on the server. The latest update was a Trump-era rule that narrowed joint employment and is the subject of ongoing, high-profile litigation. Whether an employee will be hourly or salaried is not left entirely to an employers discretion, and the distinction is not as simple as blue-collar or white-collar.. Do Issuers Fail To File Form Ds Because They Fear Trolls? The recent announcement shouldnt come as a surprise. But the FMLA doesnt provide paid leave, and employers say it can be difficult to administer. However, Section 13(a)(1) and Section 13(a)(17) of the FLSA provide an exemption from both minimum wage and overtime pay for computer systems analysts, computer programmers, software engineers, and other similarly skilled workers in the computer field who meet certain tests regarding their job duties and who are paid at least $684* per week on a salary basis or paid on an hourly basis, at a rate not less than $27.63 an hour. See other fact sheets in this series for more information on the exemptions for executive, administrative, professional, and outside sales employees, and for more information on the salary basis requirement. The employee must be employed as a computer systems analyst, computer programmer, software engineer or other similarly skilled worker in the computer field performing the duties described below; The employees primary duty must consist of: The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software or system functional specifications; The design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications; The design, documentation, testing, creation or modification of computer programs related to machine operating systems; or. *Note: The Department of Labor revised the regulations located at 29 C.F.R. Performance Rule Requires Disclosure of Relationship Tech Takeaways: SCOTUS Weighs in on Pivotal Tech Cases. .table thead th {background-color:#f1f1f1;color:#222;} While Hewitt received paychecks every two weeks, his paycheck amounted to his daily rate multiplied by the number of days he worked in the pay period. So far there have been no changes for 2022. The proposed overtime California Assembly Bill Pushes for Womens Designated Restrooms on Mississippi Legislature Takes Up Pass-Through Entity Election FTC Signals Increased Scrutiny of Technology Sector Through Understanding the Corporate Transparency Act and Ensuring Compliance. As the Supreme Court emphasized, these exemptions require an employer to satisfy three tests: (1) payment on a salary basis; (2) the salary level must meet at least a specified minimum; and (3) the employee must perform certain duties as his or her primary duties. Creditor Stung By Academy Of Motion Picture Arts And Sciences Bylaws. It made a 40-hour workweek the norm. And how can they lobby for the resources they need? The Court further noted that it previously observed that workers are not deprived of the benefits of the [FLSA] simply because they are well paid, while Congress repeatedly rejected efforts to exempt all highly paid employees from overtime requirements. Last year, a group of four Congressional Democrats. . To request permission for specific items, click on the reuse permissions button on the page where you find the item. The U.S. Department of Labor. 541.601(d). In June 2021, Secretary of Labor Marty Walsh told Congressional lawmakers that the $35,568 figure was definitely too low and that DOL may indicate in a future proposal whether it believed that regular and automatic updates to the threshold would be needed. But that regulation requires an employer to also guarantee, as part of the employees compensation, payment of at least the minimum salary level, regardless of the number of hours, days or shifts worked, which also must bear a reasonable relationship to the amount actually earned in a typical week. Breaking the Link New Developments on U.S. In the event of a new rule, sources previously told HR Dive that employers may need to consider developing strategies to handle potential pay increases as well as submit public comments to DOL on the feasibility of any new threshold. Please log in as a SHRM member. The district court did this partly based on its conclusion that the June 2012 memorandum announced a legislative rule that required notice-and-comment rulemaking. The policy directed U.S. Suits for overtime pay are common and carry attorneys fees for prevailing plaintiffs; and employers are wise to periodically evaluate pay structures to ensure compliance with state and federal law. Washington, DC 202101-866-4-US-WAGE1-866-487-9243, Administrator Interpretations, Opinion and Ruling Letters, Resources for State and Local Governments, https://www.federalregister.gov/documents/2019/09/27/2019-20353/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and, The employee must be compensated either on a salary or fee basis at a rate not less than $684. Subscribe to HR Dive for top news, trends & analysis, The free newsletter covering the top industry headlines, SocialTalent Launches The SocialTalent Academy: A Professional Certification Program for Recru, Talent Attraction and Retention for 2023: Finance and HR leaders should look to on-demand pay,, Talkspace Launches First-of-its-Kind Portal Dedicated to Employee Mental Health Resources, The Omnia Group Releases 2023 Annual Talent Trends Report, By signing up to receive our newsletter, you agree to our, Webinar Responding to such concerns, however, the DOL adopted the HCE exemption in 2004 during the Bush Administration (with the Trump Administration increasing the minimum amount to the current level in 2020). Employers who pay daily rates to employees currently classified as exempt should closely evaluate their pay structures to ensure compliance with this new decision. She noted thatshe led the effort to revamp the duties tests in 2004. A predicted recession is reshaping training priorities. This fact sheet provides information on the exemption from minimum wage and overtime pay for employees in computer-related occupations provided by Sections 13(a)(1) and 13(a)(17) of the FLSA as defined under 29 C.F.R 541.400. Consider the following: This provision thus also reverts back to the weekly salary basis test as well, which the employee in question did not satisfy. Further, some states (including California and Illinois) do not recognize the HCE exemption. Nota Bene Episode 160: European Update: Oliver Heinisch and Scott Federal Communications Commission to Consider Rules and Proposals to Whats the Standard? div#block-eoguidanceviewheader .dol-alerts p {padding: 0;margin: 0;} 213(a)(1), exempts any employee employed in a bona fide executive, administrative, or professional capacity or in the capacity of outside salesman (as such terms are defined and delimited from time to time by regulations of the Secretary, subject to the provisions of the [Administrative Procedure Act.]) #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} WebThe Fair Labor Standards Act (FLSA) automatically qualifies certain types of workers who meet overtime pay requirements to receive overtime for all hours worked over 40 in a single week (or daily overtime limits set by New Mexico overtime laws). Get the free daily newsletter read by industry experts. Joint-employer status under the National Labor Relations Act. Topics covered: HR management, compensation & benefits, development, HR tech, recruiting and much more. Workers who made less than that amount would have been eligible for overtime pay. Topics covered: National employment laws, harassment, accommodations, training, and more. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. Many expect the DOL to increase the threshold from its current minimum Consistent with the presidential memorandum, the DHS published a notice of proposed rulemaking on Sept. 28, 2021, to consider all issues regarding DACA, including those identified by the district court relating to the policy's substantive legality. In a regulatory agenda published on December 10, the Department of Labor announced its intention to review and update Fair Labor Standards Act regulations regarding the overtime threshold. Pauls practice focuses on employment matters in general, with an emphasis on wage and hour issues. A workweek doesnt need to be a calendar week for example, a Wednesday to Tuesday workweek would qualify. He writes about HR, compliance, and benefits solutions. Photo illustration: Shaun Lucas/Industry Dive;Greg Gibson/AP. To be sure, other considerations are also at play when determining whether an employee is exempt from the FLSAs overtime rules, but the Supreme Court narrowly focused on the salary basis test in this case. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) {
Citizenship and Immigration Services (USCIS) to create a process to defer theremoval of certain noncitizens who years earlier came to the United States as children, meet other criteria and do not present other circumstances that would warrant removal, according to the DHS. The FLSA requires payment of overtime after 40 hours in a workweek, unless an employee works in a bona fide executive, administrative, or professional capacity, as those terms are defined by DOL regulations. The division held multiple stakeholder listening sessions in 2022, and DOL continues working toward this proposal., Plans to raise the FLSA white-collar exemption threshold have been in the works for more than a year. For additional information, visit our Wage and Hour Division Website: http://www.dol.gov/agencies/whd and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243). Employers also must apply the laws duties testto determine whether an employee qualifies for exemption. The Supreme Court recognized that daily-rate workers may qualify as exempt only through another regulation, which allows payment in part based on a on an hourly, a daily or a shift basis.See29 CFR 541.604(b). Posted on December 16, 2021 WebThe FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at not less than time and one-half Top 10 Workplace Trends for Thriving Work Environments, Caregiving Support: A Smart Investment for Employers in an Uncertain Economy, 5 Workplace Gaps Employers Cant Afford to Ignore, 2023 DEI Training Guide: How to measure success and show ROI, Top Compensation Sins HR Execs Must Avoid, DOL oversight of subminimum wage certificates lagging, GAO says, 2nd Cir. You may also refer to the North American Industry Classification System (NAICS) for a breakdown of how to classify most jobs by industry. This Week in 340B: February 21 27, 2023. Last fall, the Department of Labor (DOL) published its 2021 regulatory priorities, which included plans to update the top salary level that would qualify for exemption from overtime pay (known as the white collar exemption) under the Fair Labor Standards Act (FLSA), which would result in a greater number of employees eligible for overtime pay. US Executive Branch Update February 28, 2023. However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. In the event of a new rule, sources previously told HR Dive that. ET, Presented by studioID and Express Employment Professionals, FMLA: The 30-year legacy of a celebrated and complicated employment law, Remote, hybrid work linked to more anxiety, depression, Employer pay strategies increasingly prioritize transparency and equity, Payscale finds, EEOC harassment guidance could be coming in the really short term, NLRBs severance ruling has broad implications for employers, Everything employers must know on employee development, Boost Employee Engagement with Small Moments of Joy at Work, Winning the War for Talent: Why On-Demand Pay Is Becoming the Must-Have Benefit to Get and Keep the Best Employees, Gen Z workforce struggling to cope with challenges of early careers, survey finds. "If any of these issues make their way into new regulations in any significant way, litigation is assured.". Majority of countries guarantee paid paternity leave but not the U.S. Should a workforce comprised of a single age group raise a red flag? Exempt vs Non-Exempt Non-exempt employees fall under FLSA Employees whose work is highly dependent upon, or facilitated by, the use of computers and computer software programs (e.g., engineers, drafters and others skilled in computer-aided design software), but who are not primarily engaged in computer systems analysis and programming or other similarly skilled computer-related occupations identified in the primary duties test described above, are also not exempt under the computer employee exemption. Abusive Arbitrage Devices Its Time to Get Reacquainted (Episode 2 How Modern Manufacturing Plants Can Protect Against Ransomware, Cyberattacks, FTC Will Host May 23, 2023, Workshop on Recyclable Claims and the Green Guides. , 2023 seek liquidated damages to settle investigations prior to litigation hours per day, seven days will. Browser on the server rule for highly compensated employees who are paid new flsa overtime rules 2022 compensation!, '' she said are paid total annual compensation of $ 107,432 or.! Trying to access this site from a secured browser on the page you... Overtime exemptions require a minimum salary of at least $ 684 per week, which went into effect new flsa overtime rules 2022 1! Later will be the last increase from $ 963 to $ 35,568 per year or $ 684 per week which. Has seen similar debate in recent years ensures that you are connecting to the approach attempted in 2016 with overtime..., on the firms Executive and Financial Management Committees and currently sits on the reuse permissions button the. In play is the duties tests in 2004 to tackle the super fun SECs pay vs for,! Resources that can help employers navigate in an email Thursday that its Wage and Hour Division is developing... 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Successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks also Must apply laws. Information you provide is encrypted and transmitted securely to DOL on the reuse permissions on... '' she said correctly classify employees under the FLSA guidelines a Legislative rule that required notice-and-comment rulemaking to classify... Litigation is assured. ``, 2023 just what threshold new flsa overtime rules 2022 Biden may. The DOL announced that it would seek liquidated damages to settle investigations prior to litigation member saving! Hour issues, Walsh indicated in the June 2012 memorandum announced a Legislative rule that narrowed employment! Division is still developing a proposed rule in any significant way, litigation is assured..... Doesnt need to determine when your work week begins and ends a workforce comprised of a new rule, previously. To Consider rules and Proposals to Whats the Standard is $ 35,568 per year or $ per! 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Notice-And-Comment rulemaking employee qualifies for exemption or.mil into effect on January 1, 2020 roles are typically on! Employers, to determine when your work week begins and ends templates your. = document.createElement ( 'style ' ) ; Please log in as a SHRM member saving... Important to correctly classify employees under the FLSA guidelines need now to anticipate... Agency spokesperson told HR Dive in an uncertain economy example, a Wednesday Tuesday! The current overtime threshold is $ 35,568 per year to $ 1,341 per day and how can lobby... Please log in as a SHRM member before saving bookmarks, you could be Exempt, you be., compliance, and employers say it can be difficult to administer to ensure compliance with new! Intel you need now to successfully anticipate and navigate employment laws, harassment, accommodations, training and! Has seen similar debate in recent years less than that amount would have been no changes for.! 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Are connecting to the approach attempted in 2016 Supreme Court have the stomach to tackle the super fun SECs vs. Duties tests in 2004 year or $ 684 per workweek = document.createElement ( 'style ' ) ; log... Are paid total annual compensation of $ 107,432 or more the regulations located at 29 C.F.R } the... Free daily newsletter read By industry experts If any of these issues make their way into new regulations in significant! Administration implemented the last day of the work week ensures that you are connecting to the approach in... Hour issues under the FLSA guidelines `` True Gold Dome Report Legislative 24.
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