Many businesses owners "purchase flood insurance after the flood," attorney Eric B. Meyer told HR Dive.
When the U.S. Department of Labor (DOL) finalized a rule updating the Fair Labor Standards Act (FLSA)'s minimum overtime pay threshold for certain "white-collar" employees in 2019, legal experts advised employers to prepare.
Generally, attorneys and other experts who spoke with HR Dive in the run-up to the rule's Jan. 1 effective date recommended that employers audit both pay practices and employee classifications potentially impacted by the new $35,568 threshold. Doing so would help employers determine whether they should raise salaries or convert workers to hourly, overtime-eligible status, they said.
Not to change the topic here:
Overtime Pay and the Promo Industry
Time is up. The U.S. Department of Labor (DOL) has finally enacted its first major update to overtime pay legislation in 15 years, taking effect on January 1. The new rules have been a hot topic since 2016, when an earlier version of the proposal was blocked at the last minute by a court injunction, following a challenge by the state of Texas.
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The DOL estimates 1.3 million workers will become newly entitled to overtime protection thanks to a key component of the new 2020 rules: an update to the minimum salary thresholds necessary to exempt "white-collar" employees from FLSA minimum wage and overtime pay requirements. While the current salary thresholds jump from $455 a week to $684 a week (or $35,568 in a year), it's actually lower than what was proposed in 2016.
New Federal Overtime Regulations Could Affect Self-Storage Operators | Inside Self-Storage
New federal overtime regulations that went into effect on Jan. 1 could affect self-storage operators. The U.S. Department of Labor (DOL) issued its final rule update for overtime pay in September. An additional 1.3 million American workers are now eligible to collect overtime pay, according to the DOL.
Under the Fair Labor Standards Act (FLSA), the new overtime rule raises the pay threshold for exempt workers to $35,568 per year or $684 per week, from the current level of $23,660 per year or $455 per week. In addition, employees must be paid a salary of at least the minimum salary threshold and meet certain duties tests to be exempt from overtime under the FLSA.
DOL Issues Opinion Letter On Calculating Overtime Pay For Non-Discretionary Bonuses Paid for
On January 7, 2020, the Administrator of the Wage and Hour Division (WHD) of the US Department of Labor (DOL) issued an Opinion Letter addressing calculating overtime pay for a non-discretionary lump sum bonus paid at the end of a multi-week training period. WHD Opinion Letter FLSA2020-1 (January 7, 2020).
According to the requestor, the employer informs its employees in advance that they will be eligible to receive a lump-sum bonus of $3,000 if they successfully complete ten weeks of training and agree to continue training for an additional eight weeks. The employer acknowledged that the bonus is nondiscretionary. The employee does not have to complete the additional eight weeks of training, however, to retain the lump-sum bonus.
Check out this next:
City of Albany has continuous increase in overtime pay for dispatchers | WNYT.com
Emily De Vito & WNYT Staff
Updated: January 09, 2020 06:30 PM
Created: January 09, 2020 12:29 PM
ALBANY – It's a problem NewsChannel 13 has been following for years, short staffing at the dispatch center in the city of Albany.
Back in September, NewsChannel 13 covered the story after only three dispatchers were working overnight, two of them doing a double shift.
"They're up to 684 mandates," said Albany Police Officer's Union President Gregory McGee, back in December, about mandates for dispatchers in 2019. "Two dispatchers alone have been mandated 60 times plus. That's a lot on a human body to constantly be mandated working 16-hour shifts day in and day out."
Avoid These 4 Workplace Disasters Before You Make Headlines
Any press is good press, right? Wrong. Some press could cause your business to tank before you can even get a word in. And I’m not just talking about big companies.These days, bad press can be anything from a social media post or negative customer/employee review to an article in a local newspaper, and it can affect the smallest of small businesses.
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Do you adhere to minimum-wage law? How about overtime laws? If you want to comply with the Fair Labor Standards Act ( FLSA ) and avoid penalties, you need to. Failing to pay your employees at least the minimum wage or skimping on overtime pay not only will cost you some talented folks, but it could also make for unwanted headlines like, “John Doe Pays Workers Below Minimum Wage!” or, “John Doe Forced to Pay Back Thousands in Overtime Wages!”
Case: Wage & Hour/Overtime (S.D. Fla.)
A former employee for a Florida law firm may proceed with her claim that the firm violated the Fair Labor Standards Act by failing to properly compensate her for overtime.
New federal overtime rules now law
TOPEKA, Kan. (WIBW) -- A new law took effect at the first of the year guaranteeing overtime pay for those who make less than $35,000 a year.
According to the U.S. Labor Department, federal overtime pay eligibility means anyone making $35,568 a year, or $684 a week, is eligible for time-and-a-half overtime if they work over 40 hour a week.
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Originally the amount was supposed to be $47,476 set back during the Obama administration, but a court struck down the ruling in 2016, just nine day before it was set to begin.
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