Overtime Law Changes Loom
The Department of Labor (DOL) proposed overtime law changes loom in the coming weeks. The Fair Labor Standards Act (FLSA) requires that nonexempt (hourly) employees receive overtime pay for hours worked over 40 per workweek at a rate not less than one and one-half times the regular rate of pay. The FLSA includes exemptions from these minimum wage and overtime requirements for employees who meet certain salary and duties test. The Department of Labor (DOL) has proposed changes that would increase the minimum salary requirement for the administrative, professional, and executive exemptions from $455 per week to $970 per week in 2016. The highly compensated employee exemption would also increase. The DOL is also proposing automatic annual increases. Final regulations are expected to be issued in late spring or early summer. Here are some guidelines from HR Strategies to help you prepare:
Click here to read more details. The Department of Labor provides updates here: https://www.dol.gov/newsroom/releases/whd/whd20190924
From HR Strategies, LLC.
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VEPs & Overtime Law Changes
Volunteer Engagement Professionals Included
So what does this mean for VEPs? Best guess, a few salary bumps coming soon. Minimum pay standards for salaried VEPs. It also means hourly workers will have overtime rate increases. Since this does impact your bottom line, it is time to work on your budgets. Members should review resources in the Member resources section.