On December 16, 2016 the US Department of Labor (USDOL) enacted changes to the Overtime laws. These changes increased the minimum weekly compensation for salary-exempt employees to $913.00 per week (previously $455.00 per week). Additional increases in these regulations would have been effective starting January 1, 2020. On November 22, 2016 a federal district judge put a temporary nationwide delay on enacting these new requirements. A final ruling is expected but to date there remains uncertainty as to when the ruling will be rendered. In addition there’s uncertainty as to whether or not the new laws will be upheld, modified or completely eliminated. Time & Pay will provide updates as more information come available about these possible changes in OT regulations.
What do employers need to know? Employers should become familiar with these new proposed Overtime regulations since there is the possibility that these regulations that are currently being held up in federal court may become law.
Follow this web link for details about the potential U.S. D.O.L. changes to Overtime laws. Overtime Laws
Proper classification of salary-exempt, salary non-exempt and hourly employees is critical in determining compliant compensation. Go to this U.S. D.O.L. Wage and Hour page for additional information about properly classifying employees. Classify