Another solution may be to reclassify employees as nonexempt, which could subject the employer to increased overtime costs. In addition to the new federal rule, employers will also want to ensure that the states in which they operate do not have additional salary thresholds ...
Employees must also satisfy the duties test to qualify as exempt under the FLSA. Looking Ahead Employers should remain vigilant as litigation and regulatory challenges to overtime rules persist. For now, the 2024 Rule is vacated nationwide, restoring the preexisting salary thresholds. Organizations ...
Release of Final DOL Exempt Employee Salary Rule Likely ImminentEdward E. Hollis
The Final Overtime Rule also provides that employers may include non-discretionary bonuses, incentive payments and commissions to satisfy up to ten percent of the higher salary threshold (the 10% Rule). Under the 10% Rule, an employer would be required to compensate exempt employees at a "stan...
after the U.S. District Court in the Eastern District of Texas struck down the Department of Labor’s (DOL) final overtime rule. Finalized in April 2024, the rule would have increased the minimum annual salary threshold that determines overtime pay eligibility under the Fair Labor Standards ...
exempt duties and should be exempt from overtime pay.”For this reason, the court held that the DOL “does not have the authority to use a salary-level test that will effectively eliminate the duties test.”The court clarified that the DOL “has the authority to implement a salary-level ...
作者: T Perrotti 摘要: The article focuses on the need for employers to start planning for the proposed overtime rule of the U.S. Department of Labor (DOL) that calls for raising the minimum salary level for white collar exemptions to $921 from $455 a week. 年份: 2015 收藏...
Student-employees are also the subject of a section of the fact sheet. The DOL notes that many working students are hourly, nonexempt workers who generally do not work more than 40 hours a week. Some students, however, receive a salary or other non-hourly compensation while working as ...
The new rules nearly triple the salary threshold. To qualify as an exempt executive,administrative, or professional employee, an employee must now be compensated on a salary basis at arate of not less than $455 per week ($23,660 per year), exclusive of board, lodging, or other facilities...
Sylvia Bokyung St. Clair