FLSAHR ComplianceLaws

Two FAQs & Answers on the DOL / FLSA Changes to the Overtime Exemption

By July 25, 2016 No Comments

Darin Haller, Director of HR Compliance, at Modern Business Associates, takes two minutes to answer the most frequently asked questions regarding the DOL’s upcoming changes to overtime and exempt / non-exempt employees.  Watch the video now.

Two questions employers typically have related to the overtime exempt / non-exempt employee classification changes deal with record-keeping and working outside of regular hours, such as travel time.

For more information on record-keeping requirements, including to see a list of data required, view the DOL’s fact sheet here.  More information related to compensation for travel time can be found here.

Set to take effect on Dec. 1, 2016, the DOL / FLSA changes increase the minimum weekly salary for exempt employees from $455 to $913. Unless exempt, covered employees must be paid at least the minimum wage and not less than one and one-half times their regular rates of pay for overtime hours worked.

Modern Business Associates is offering clients access to our proprietary Overtime Analytics Tool.  The online tool calculates the appropriate rate of pay needed to convert a salaried employee (whose current salary falls under the proposed threshold) to hourly, in order to keep the employee’s overall wage the same, for the same amount of hours the employee is currently working. The tool also estimates the amount of additional overtime that could be due when a newly non-exempt salary employee works overtime.  Details, pricing and access is available by contacting MBA’s Client Services team at  ClientServiceRequest@MBAhro.com or 727-563-1500.

Contact us today to learn
how we can help save
you time and money