The DOL’s New Overtime Rules for Employers
Duration: 90 Minutes
Faculty: Janette Levey Frisch Level: Intermediate Course ID: 1080
It’s finally happened! The long wait is over. The United States Department of Labor just released its new overtime exemption rules; they’ve been finalized and will take effect January 1, 2020. For many employers that means that many of the positions it had previously classified as exempt from overtime requirements will not be any longer – unless these employees receive a salary increase equal to or greater than the new salary threshold.
The new salary rules are expected to impact at least a million workers nationwide and to result in a significant increase in the number of employees who will be eligible for overtime pay. In this webinar, we will discuss the new rules. In particular, we will discuss which jobs and which employers are likely to be impacted and what to do now in order to comply with the Fair Labor Standards Act.
- Understand which positions are targeted by the new rules
- Understand the difference between exempt v non-exempt positions
- Understand how reclassification may affect employees formerly classified as exempt
- Recognize the proposed changes and their potential impact
Why Should You Attend:
Penalties for non-compliance with the FLSA’s overtime rules can be severe. Non-compliant employers can face a DOL audit, a lawsuit or even an administrative charge. Attend the webinar to know which jobs and which employers are likely to be impacted and what to do now in order to comply with the Fair Labor Standards Act.
- Practical steps to take before the rules take effect
- The difference between the new DOL rule on overtime exemptions and the Obama-era proposal concerning white-Collar exemptions, salary basis and more
- How the proposed rule will affect highly compensated employees
- How often the DOL anticipates it will update the salary level
- How the DOL intends to handle the issue of automatic updates
- How bonuses will factor into the salary threshold for exemption
- Practical steps to either reduce the increase in overtime or to stay under the DOL’s radar
Who Will Benefit:
- Payroll Professionals
- HR Professionals
- Compliance Officers
- Audit Staff
- Budget Personnel
- Compensation Analysts
The intent of the proposed rules is to extend the FLSA’s overtime protections to millions of employees. The new salary level significantly increases the amount required to meet the salary test that must be met before a job can be classified as overtime-exempt. As a result, many employers can expect these new rules will affect their long-standing practices and business models. Employers need, before the rules become final, to review their current employee classifications and compensation practices to determine what changes they need to make, especially with those positions that are now exempt but will not be once the new rules take effect.
Employers may also need to consider making changes to compensation and/or job duties or reclassifying their employees from exempt to nonexempt. Reclassification also carries many issues with it, including without limitation, record and timekeeping issues, and training for managers and employees, proper calculation of overtime among many other concerns. With a proper advance, these issues are manageable.