Tricky New Overtime Regulations:
Avoiding Pitfalls & Staying Compliant
DOL has raised exempt salary levels, entitling millions to overtime or big raises
As of July 1, the Department of Labor’s new overtime regulations are in effect, impacting millions of workers and employers nationwide. The salary level for exempt status for most white-collar workers has increased to $844 per week, or $43,888 per year.
And that’s just the beginning. On January 1, 2025—just a few months from now—the minimum rate will rise again to $58,656 per year. Plus, every three years, automatic salary increases for exempt administrative, executive, professional and highly compensated employees will follow the DOL’s salary surveys, without the need for new proposed regulations.
Stay Ahead of the Curve
Legal challenges are already underway, but so far, only Texas state agency employers have been granted a temporary reprieve. The landscape is shifting rapidly, and your business needs to be informed to stay compliant and competitive.
Protect Your Bottom Line
The Fair Labor Standards Act (FLSA) has shaped HR practices for nearly a century, but this latest increase is unprecedented. It could significantly impact your labor budget. Many businesses have already felt the strain of the July 1 increase. With January’s additional increase looming, now is the time to reevaluate your employee classifications. Converting some exempt employees to hourly status could save your business money and reduce the risk of costly overtime payments.
Recent Supreme Court rulings highlight the importance of getting it right. A misclassified oil industry worker was awarded overtime at $2,011.50 per hour because he wasn’t paid on a “salary basis.” Don’t let this happen to you. Our expert-led webinar will provide you with the insights and strategies you need to navigate these complex changes.
Learn from an Expert
Join us on August 28 and you’ll better understand the new DOL overtime regulations and their impact on your business, learn practical strategies to manage your labor budget effectively, get up-to-date information on ongoing legal challenges and hear expert analysis of recent Supreme Court rulings.
Don’t wait until it’s too late. Stay compliant, protect your business and turn these regulatory changes into opportunities. Register for our webinar now and get ahead of the curve.
Webinar Agenda
- The Biden OT regulations: What’s included, what didn’t change
- How high can salaries go with indexing? Here’s the metric you need to watch
- What’s happening with the litigation seeking to reverse the new rules
- Simple steps to avoid the Supreme Court’s salary-basis trap
- Why you should self-audit all your exempt employees’ job descriptions to determine whether you should reclassify some as hourly rather than raise their pay before the Jan. 1, 2025 deadline
- If you haven’t taken advantage of the bonus credit for exempt employees, why you may want to do so soon
- The single most effective way to cut overtime risk and punish workers who don’t follow the rules
- A step-by-step guide to undoing exempt status, including how to set hourly pay based on anticipated overtime hours
In this 75-minute online training, you will learn how to:
- Live with the new costly overtime rules
- Avoid the overtime trap the Supreme Court set
- Self-audit jobs to assure properly classified exempt status
Get answers to YOUR questions from presenter…
Anniken Davenport is a noted employment law attorney and the legal analyst and senior editor of HR Employment Law Advisor and HR Specialist: Employment Law. She has authored several books, including The Employer’s Practical Legal Guide and Bulletproof Your Employee Handbook. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law cases and representing school districts in labor negotiations.
Registration bonuses included:
Everyone who registers will receive our white paper, Overtime Labor Laws, which explains how overtime is covered by the federal Fair Labor Standards Act. The FLSA has been updated and amended numerous times since being implemented in 1938 and now incorporates more rights like protections against discrimination, the Equal Pay Act and more.
You'll also receive one month of exclusive access to The HR Weekly – our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" – your choice.
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