- Americans With Disabilities Act (ADA)
- Department of Labor (DOL)
- Employment Discrimination
- Employment Liability
- Equal Employment Opportunity Commission (EEOC)
- Fair Labor Standards Act (FLSA)
- Family Medical Leave Act (FMLA)
- Health Insurance Portability and Accountability Act (HIPAA)
- Human Resources
- Labor Law
- Minimum Wage
- National Labor Relations Act
- National Labor Relations Board
- Right to Work
- Title VII
- Union Organizing & Relations
- Wage & Hour
- Whistleblower Protection Act
- Workplace Harassment
- Employer Self-inflicts Wounds by 'Shaving Time'
- Michigan Court of Appeals Decides Transgender Case
- What’s up at the DOL? Pulling Guidance, Changing Standards
- Commission v Bonus: What’s the Difference Under Michigan law?
- The Trend in the Law is 'Don't Ask…'
- Appellate Court's LGBT Ruling Sets Stage for Supreme Court Review
- DOL’S Fiduciary Duty Rule May Take Effect April 10... or NOT
- Appellate Court ‘Labors’ Over Collective Bargaining, Right to Work Rulings
- Employer’s Well-Played Pre-Termination Strategy Results in Favorable Ruling
- A Fibber and Two Dismissals
Are You Prepared for the New FLSA Regulations?
Employers are almost out of time to comply with the new Fair Labor Standards Act regulations set to take effect on Dec. 1.
Tick Tock! The Dec. 1, 2016 effective date for changes under the Fair Labor Standards Act will soon be here, and there is plenty to do in order to prepare.
As you may know, the new regulations have increased the minimum threshold of compensation for exempt employees from $23,660 annually and $455 weekly to $47,476 annually and $913 weekly.
While the “duties” tests for the white collar exemptions have not changed, in my experience, most employers have a few employees who have been misclassified because the work being performed has changed over time, or the employee was misclassified to begin with.
The change in the regulations provides employers with the opportunity to correct the misclassifications without necessarily tipping off their employees that they should have been receiving overtime pay for years.
So, what should you be doing?
• Make sure that all of your position descriptions are current and accurate; and
• Evaluate all positions and determine if any should be exempt or non-exempt.
To assist you, I posted a chart on the firm’s website that provides the full test for each exemption. Remember, the default classification is non-exempt. Employers bear the burden of proving employees are correctly classified as exempt.
If you need further assistance understanding the new regulations or reviewing classifications, contact an experienced employment attorney or click here to view Plunkett Cooney’s webinar on this important topic.Tags: Employment Liability, Fair Labor Standards Act (FLSA), Human Resources