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New Overtime Rules on Hold: Now What?

Dec 5, 2016 1:55:59 PM

On November 22nd, a federal judge in Texas placed an injunction on the new Department of Labor (DOL) overtime regulations, which were slated to go into effect on December 1, 2016. The judge ruled that the DOL likely overstepped its rule making authority by raising the salary threshold as high as it did and by implementing the automatic increase every three years.

The Justice Department appealed the injunction on Dec. 1, but many believe the Trump administration is unlikely to pursue the appeal.

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FLSA Overtime Changes: Policies and Practices to Review for Dec. 1st

Nov 18, 2016 4:42:41 PM

Have you reviewed your policies and practices in light of the upcoming FLSA overtime changes? 

Reclassified employees may have to follow procedures and policies that didn’t apply to them before—or that you didn’t have. Changing habits can be a challenge, but changing those of your formerly exempt employees with respect to hours worked and tracked is critical to preventing wage and hour violations. 

Newly non-exempt employees are likely used to “running the clock” after hours. They may be in the habit of responding to work email, finishing up projects, taking client calls, or engaging in other work tasks during non-work hours. It’s therefore advisable that your policies are clear about expectations and the organization’s commitment to recording all time worked by nonexempt employees.

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Prepare for Impact:Steps to Survive New Overtime Pay Rules

Jul 6, 2016 6:14:34 PM

Starting December 1, new overtime rules kick in that will make millions more employees qualify for
overtime pay.

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Tool to defend against new Overtime Rules

Dec 2, 2015 12:29:54 PM

During our recent webinar discussion with Alfred Roush, Esq. SPHR, SHRM-SCP, it became apparent when the revised overtime regulations proposed by FLSA go into effect the potential compliance issues in how employers determine which employees are exempt, and those entitled to overtime is complicated, and if not done correctly, may result in significant liability for an employer.

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What Proposed FLSA Regulations Mean for Your Club's Budget

Oct 30, 2015 5:20:24 PM

Prepare now for inevitable salary changes to occur in 2016

Department of Labor’s proposed changes to the regulations governing the white collar exemptions of the Fair Labor Standards Act is anticipated in its final form to be implemented some time in 2016.  Currently, a salary basis test requires executive, administrative, and professional employees be paid at least $455 per week, or $23,660 annually as the first test of being an exempt employee.   The proposed changes would increase the salary test to $970 per week, or $50,440 annually.  This proposed salary level increase is substantial and clubs need to prepare for the effect this may have on their bottom line.

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